In foreign countries, the concept of performance management was put forward in the late 1970s, and a relatively perfect performance management system has been established.

Rogers and Bredrup believe that the characteristic of performance management is that it is a system with a complete annual cycle, including the formulation of group policies, resource objectives and guidelines, and the formulation of a

The process of establishing detailed performance plans, appointments, goals, indicators and standards, and regularly and systematically checking the performance of all services.

Ainsworth believes that performance management is a periodic activity. In this model, performance is understood as the performance of a simple individual, emphasizing the concept of performance management centered on the individual. Personal performance management system mainly includes three stages: performance planning, performance evaluation and performance feedback correction.

Diana L.Deadrick believes that performance management should be divided into three parts: pre-performance evaluation stage, performance evaluation stage and post-performance evaluation stage. Among them, the early stage of performance evaluation is mainly to demarcate job responsibilities and functions, and determine the weight of performance contribution to work results. In the performance evaluation stage, the evaluator is mainly required to evaluate the assessed's contribution to the overall performance of the organization according to the job function. In the post-performance evaluation stage, the evaluator is encouraged mainly according to the evaluation results in the evaluation stage. Including economic compensation, employee promotion plan, job redesign, etc.

Baker put forward a three-step model of performance management system. The first step is planning, including establishing performance goals, defining work actions and defining the basis of performance measurement. The second step is management, including monitoring actions and targets, strengthening expected actions and targets, correcting improper actions and providing control. The third step is evaluation, including future development plan, plan adjustment and new goal setting.