What are the differences in communication in the three parts of performance planning, performance im

Enterprise performance feedback methods include: individual performance interview, department performance interview, feedback, email feedback, department publicity, etc. The main forms of enterprise performance communication are: performance plan communication; performance coaching communication; Performance appraisals.

Communicate; Performance Improvement Communication.

Performance communication can be formal, informal, written, or verbal. Each method has its pros and cons. Communication between supervisors and employees about work progress is not always planned in advance or must take the form of a formal meeting or written form.

In fact, informal meetings and small talk often have more effect than formal communication.

Performance communication refers to the process by which managers and employees share various types of performance-related information in the process of working together. This information includes how the work is progressing, what potential obstacles and problems the employee is aware of at work, what possible measures are taken to solve the problem, and what managers can do to help the employee. Alternatively, we can understand continuous performance communication as communication between various types of managers and employees that are beneficial to improving employee performance.

Performance communication is performance management.

The core refers to a management method in which the appraiser and the appraisee communicate substantively on the problems reflected in the performance appraisal and the problems existing in the appraisal mechanism itself, and focus on seeking countermeasures to serve the improvement and enhancement of the performance of enterprises and employees in the later stage.

Performance communication plays a very important role in the whole human resource management.

Pay attention to the performance of communication with leaders: communication and expression should be logical, and do not let leaders guess; Tell the truth, don't deceive; For important things, it is necessary to come up with specific cases, specific solutions and data to speak.

Communicate with subordinates should:

1. Greetings;

2. Performance analysis and making suggestions;

3. Speak up and listen carefully;

4. Make evaluations and obtain commitments;

5. Plan analysis and improve content;

6. Encourage follow-up.

The purpose of continuous performance communication is: to change goals and tasks in a timely manner to ensure the dynamics and effectiveness of the work process; Continuous performance communication is a common need for managers and employees.

The link that can be better carried out by connecting the performance plan and the performance implementation performance work is kissing, hello. 1.Performance plan.

Performance plan is the starting point of the performance management process, at the beginning of the new performance cycle, managers and employees after full communication, clear in order to achieve the organization's business plan and management goals, employees answer what should be done in the performance cycle and to what extent things should be done, and why to do it, when it should be done, employees' decision-making authority and other related issues to promote mutual understanding and reach an agreement. 2.Performance monitoring.

Once the performance plan is in place, employees begin to work according to the plan. In the process of work, managers should guide and supervise employees, solve problems found in a timely manner, and adjust the performance plan in a timely manner according to the actual situation. 3.

Performance evaluation. The performance evaluation determines whether the employee's performance meets the performance target requirements through the implementation and data collected during the performance monitoring period that can explain the collapse of the performance table of the evaluator. Performance evaluation is the core part of the performance management process, and it is also the most technical link.

4.Performance feedback. Performance feedback refers to the process in which managers conduct performance appraisal interviews with employees at the end of the performance cycle, so that employees can fully understand and accept the results of performance evaluation, and managers guide employees on how to improve performance in the next cycle.

Performance communication is an indispensable and important part of performance management, and it is also a key factor in evaluating the effectiveness of performance management. The following is the impact of performance communication on the effectiveness of performance management:

1.Promote shared expectations and goals: Performance communication ensures that employees have a clear understanding of the organization's clear description of their expectations and goal setting.

Through effective communication, managers are able to share information with employees about job responsibilities, key performance indicators, and desired outcomes, giving employees a clear idea of what direction they should be working towards.

2.Provide targeted feedback and coaching: Performance communication provides an opportunity for managers to provide targeted feedback and guidance to employees to help them understand their performance levels and provide suggestions for improvement.

Good performance communication fosters the growth and development of employees, helping them to become aware of their strengths and areas of development, leading to improved performance.

3.Identifying Problems and Solving Challenges: Performance communication is a key part of identifying problems and solving challenges.

Through open dialogue and information sharing, employees and managers can work together to identify problems, bottlenecks, and obstacles and find solutions together. This communication helps organizations identify and resolve performance issues in a timely manner, improving overall performance and efficiency.

4.Promote employee engagement and engagement: Performance communication encourages employee engagement and engagement.

When employees feel that their opinions and feedback are valued and are able to participate in the development of goals and development plans, they are more motivated and eager to improve their performance. Positive performance communication can increase employee engagement and motivation, which in turn improves overall performance.

5.Build trust and transparency: Performance communication helps build a trusting and transparent work environment.

Through fair, timely, and transparent communication, managers are able to communicate an unbiased evaluation of their employees and share the results of performance reviews with them. This transparency helps build trust and gives employees confidence that their work performance will be evaluated and treated fairly.

The ultimate goal of performance appraisal is to improve the performance of employees in order to achieve the business objectives of the enterprise, and to increase the satisfaction level of employees and their sense of accomplishment in the future.

So the core link is performance improvement. Pick B

In organizational performance management, the core link is (d.).Performance feedback.

I hate this kind of dogma the most!

Answer] :(1) In the performance planning stage, the purpose and focus of communication is that the manager agrees on the performance goals and work standards after discussion with the employees. During this period, managers should act as counselors and coaches, guiding and helping employees to make good plans.

2) In the performance implementation stage, there are two main purposes of communication, one is for employees to report work progress or ask their supervisors for help and solutions for obstacles encountered in their work; The other is that the supervisor corrects the deviation between the employee's work and the target plan in a timely manner. Employees may encounter external obstacles, competency deficiencies, or other unexpected issues in the process of completing the program that can affect the successful completion of the program. Employees should communicate with their supervisors in a timely manner when they encounter these situations, and the supervisors should work with the employees to analyze the causes of the problems.

If it is an external obstacle, the supervisor should try to help the subordinate remove the external obstacle if possible. If it is an issue such as a skill deficit of the employee, the supervisor should provide skills assistance or coaching to enable the employee to achieve performance goals.

3) In the difficult stage of performance appraisal and feedback, the main purpose of communication between employees and supervisors is to conduct a reasonable, fair and comprehensive evaluation of employees' work during the appraisal period; At the same time, the supervisor should also communicate and analyze the causes of employees' problems with employees, and jointly determine the focus of the next stage of improvement.

4) In the post-assessment performance improvement and on-the-job counseling stage, the purpose of communication is mainly to track the implementation of corrective measures and provide relevant support. Specifically, the first is to regularly pay attention to the performance development of employees, compare the performance before and after, find deviations, and correct them in time. Second, the implementation of rectification should be included in the basis collection of the next round of performance appraisal to achieve closed-loop management.

Wang manuscript ants.

In the performance evaluation process, performance communication is the feedback and evaluation of the performance results of the employees. The purpose of performance communication is to let employees understand their own performance and ability, so that employees can adjust their work direction in time and improve their work performance and performance. At the same time, performance communication can also help employees develop a performance improvement plan, identify their shortcomings, and improve their work performance and performance.

Feedback on performance appraisal results: In the performance appraisal process, managers will inform employees of their performance appraisal results and provide feedback and evaluation. Employees can understand their performance and ability through the results of performance evaluations, and make improvements to address deficiencies.

Adjustment and formulation of performance goals: If the performance of employees is not satisfactory, managers can work with employees to adjust and formulate performance goals to help employees achieve their own performance goals and development needs. By setting clear performance goals, employees can better understand their job responsibilities and performance requirements, which can lead to improved work performance and performance.

Formulation of performance improvement plan: In the performance appraisal session, managers can work with employees to develop performance improvement plans to help employees identify their shortcomings and formulate specific improvement plans. By developing a performance improvement plan, employees can improve their work performance and performance, achieve their own performance goals and development needs.

In the performance evaluation process, performance communication is the feedback and guidance of employee performance results

In the performance appraisal process, performance communication is a necessary part of the performance evaluation results of employees.

Answer]: B, D

The content of performance plan communication mainly includes the communication of goal setting and the communication of goal implementation.