What are the principles of performance management and what does performance management include?

The principles of performance management can include the following:

1.Goal orientation: Performance management should be goal-oriented, mapping employees' work to the organization's strategic goals.

Clear goals can help employees understand expectations, increase motivation at work, and make performance reviews more objective and accurate.

2.Fairness and fairness: Performance management should be based on fairness and fairness, ensuring that the evaluation process and results are fair and transparent to all employees. The evaluation criteria and methods should be impartial, objective, and free from personal bias and discrimination.

3.Continuity: Performance management should be an ongoing process, not just a one-time activity.

Continuous performance management includes setting goals, monitoring progress, providing feedback, and developing improvement plans to ensure that employees' performance is continuously monitored and improved.

4.Feedback and communication: Timely, accurate, and effective feedback is an important part of performance management.

Managers should conduct regular performance feedback and communication with employees to discuss evaluation results, praise strengths, point out room for improvement, and provide support and development opportunities.

5.Development orientation: Performance management should not only focus on employee performance evaluation, but also on employee development and growth.

By identifying employees' development needs, setting development goals, and providing training and development opportunities, performance management can promote employees' career development and competence.

6.Quantifiability and measurability: Performance management needs to be based on quantifiable and measurable metrics and standards for objective evaluation and comparison.

These metrics can be quantitative (e.g., sales, production quantities) or qualitative (e.g., customer satisfaction survey results), but they all need to be able to be measured and evaluated.

7.Participation and collaboration: Performance management should promote engagement and collaboration between employees and management.

Employees should be involved in goal setting, evaluation processes, and improvement plans, while management should work with employees to provide support and resources to achieve performance goals.

1.Goal setting: Define performance goals and metrics that employees and teams should achieve, align with the organization's strategic and business goals, and be able to quantify and measure messiness.

2.Performance Evaluation: Evaluate and score the performance of employees and teams through various methods and tools, such as self-evaluation, supervisor evaluation, peer evaluation, customer evaluation, etc., in order to understand how they are performing on performance goals.

3.Feedback and discussion: Provide regular performance feedback to employees, including performance appraisal results, strengths, and opportunities for improvement, to enable employees to understand their own performance, provide suggestions for improvement and growth, and discuss and communicate.

4.Incentives and rewards: Based on the results of performance evaluations, provide incentives and rewards to employees with outstanding performance, such as promotions, salary increases, bonuses, equity incentives, etc., to motivate and encourage employees to continuously improve their performance.

5.Performance improvement: For lower-performing employees, provide support and resources to help them improve their performance, such as developing improvement plans, providing training and development opportunities, etc., to help employees improve their performance.

6.Performance Recording and Reporting: Record and archive performance appraisal results and performance improvement plans, generate performance reports to monitor and track the effectiveness of performance management, and provide data support for the organization's decision-making.

7.Communication and training: Conduct communication and training with employees and managers related to performance management, including explaining the purpose, processes, standards and expectations of performance management, providing training and support to ensure that employees and managers have a clear understanding and engagement with performance management.

These are common elements of performance management, and specific performance management practices can be tailored to the needs and circumstances of the organization.

The complete performance appraisal system includes: 1. Performance indicator system 2, appraisal operation system 3, and result feedback system.

1. Design of performance indicator system: 1. Design KPIs (key performance indicators) at the enterprise level according to the requirements of strategic objectives, and then use various methods to decompose the key performance indicators of the enterprise into departments and positions. 2. Design the PRI (job responsibility index) of each department and position according to the content of the work description.

3. Design the PCI (job competency characteristic index) of various positions according to the competency characteristics of each position. 4. Design the work attitude indicators of all kinds of personnel according to the different positions. In this way, the performance indicator system of the entire enterprise is constructed.

3. The result feedback system is as follows: 1. The performance appraisal results are combined with the salary. 2. Targeted training.

1. Clear goals.

The purpose of implementing performance appraisal for employees is to enable employees to achieve the goals and requirements of the enterprise, so the goals must be clear. Goal-led behavior.

2. Quantitative management standards.

The assessment criteria must be objective, and quantification is the most objective way of expression. In many cases, the performance appraisal of enterprises cannot be implemented in place, and it is reduced to going through the motions, all because the standards are too vague and the requirements are not quantified.

3. Good professional mentality.

The implementation of performance appraisal requires that enterprises must have corresponding cultural heritage and require employees to have certain professional qualities. In fact, excellent employees are not afraid of assessments, and even welcome them.

4. Linked to interests and promotions.

It is meaningless to evaluate the performance appraisal that is not linked to the salary, and the appraisal must be linked to the interests and the salary, so as to arouse the attention and serious treatment of the enterprise from top to bottom.

5. It is controllable and achievable.

Performance appraisal is a kind of management behavior of the enterprise, is the way of the enterprise to express the requirements, and its process must be controlled by the enterprise.

Performance management should be guided by the following basic principles:

The principle of fairness. Strict principle.

The principle of single-head evaluation.

Principle of disclosure of results.

Combine the principle of rewards and punishments.

The principle of objective evaluation.

The principle of feedback.

The principle of difference.

The basic principles of performance management in enterprises:

1. The principle of openness: let the assessee understand the procedures, methods and time of the assessment, and improve the transparency of the assessment.

2. The principle of objectivity: evaluation and assessment based on facts, and avoid the influence of subjective assumptions and personal emotional factors.

3. The principle of open communication: through the communication between the appraiser and the assessee, solve the problems and deficiencies in the work of the assessee.

4. The principle of differentiation: the assessment content of different types of personnel should be different.

5. Routine principle: Incorporate the assessment work into daily management and become a routine management work.

6. Developmental principle: The purpose of assessment is to promote the development and growth of personnel and teams, not to punish.

7. Three-dimensional assessment principle: enhance the reliability and validity of assessment results.

8. The principle of timely feedback: it is convenient for the assessee to improve the performance, and the appraiser adjusts the assessment method in a timely manner.

Performance management] The so-called performance management refers to the continuous cycle process of performance plan formulation, performance coaching and communication, performance appraisal and evaluation, performance result application, and performance goal improvement in which managers and employees at all levels participate in order to achieve organizational goals, and the purpose of performance management is to continuously improve the performance of individuals, departments and organizations. Performance management emphasizes the consistency of organizational goals and individual goals, and emphasizes the simultaneous growth of organizations and individuals, forming a "win-win" situation; Performance management embodies the idea of "people-oriented", and requires the participation of managers and employees in all aspects of performance management.

The principles of performance management include the principle of fairness, the principle of strictness, the principle of single-head evaluation, the principle of open results, the principle of combining rewards and punishments, the principle of objective evaluation, the principle of feedback, and the principle of difference.

The principle of performance refers to the management of any organization is to obtain certain performance and benefits, so all management must follow the concept and requirements of reducing management costs and emphasizing management effectiveness.

The principle of performance is the basic standard for measuring management effectiveness, efficiency, effectiveness and effectiveness. In management practice, people often confuse effectiveness, efficiency, effectiveness, and effectiveness, which may lead to misunderstanding or misinterpretation of performance principles.

First, formulate.

The basic principles of enterprise performance management system:

The principle of practicality. Fully consider the level of enterprise human resource management, the business characteristics of the enterprise and the characteristics of the industry, and also consider the human, financial and material resources required for the formulation and implementation of the performance management plan. Evaluate whether the tools and methods are suitable for the quality characteristics of the employee.

The principle of objectivity and fairness.

The principle of comprehensiveness. The evaluation methods implemented in modern enterprises are basically multi-level, multi-channel and all-round evaluation.

Principle of disclosure. The performance evaluation work should be open, and the evaluation standards, evaluation procedures, evaluation methods and time selection should be publicly announced, so that employees can have a psychological understanding and actively participate in the evaluation. At the same time, the appraisal process should also be public, which is conducive to the horizontal and vertical comparison of employees.

The principle of relative stability. Once customized, it is necessary to maintain the continuity of its implementation within a certain period of time, and employees have no sense of belonging, which is not conducive to long-term motivation for employees, and is not conducive to the stability of the organization.

Second, the design principles of the performance management system.

1.Principle of disclosure. All standards and processes of performance management are clearly stipulated in the form of a system, and a certain organization, time, method and standard are formed within the company, so that the appraiser and the appraisee can operate in accordance with the standardized procedures to ensure the fairness of the procedures.

2.Principle of difference. The performance appraisal of different departments and different positions is to formulate appropriate measurement standards according to different work contents. The results of the assessment should be appropriately widened, and egalitarianism should not be practiced.

3.The principle of full participation.

4.The principle of conventionality. Performance management must become a routine management work for every manager in the company.

5.The principle of continuous communication. Continuous communication is an important symbol that distinguishes the modern performance management system from the traditional performance appraisal, and it is also the premise for the implementation of performance management.

From the formulation of performance objectives, the formation of performance plans, the adjustment of performance objectives in the process of performance implementation, the formulation of performance appraisals, performance improvement plans and the formulation of employee training, managers and employees need to complete through repeated communication.

The main content of performance management: managers and employees at all levels participate in the continuous cycle process of performance plan formulation, performance coaching and communication, performance appraisal and evaluation, performance result application, and performance goal improvement in order to achieve organizational goals, and the purpose of performance management is to continuously improve the performance of individuals, departments and organizations.

According to the management theme, performance management can be divided into two categories, one is incentive performance management, which focuses on stimulating the enthusiasm of employees and is more suitable for enterprises in the growth period.

The other type is controlled performance management, which focuses on standardizing the work behavior of employees, which is more suitable for mature enterprises. However, no matter which assessment method is adopted, its core should be conducive to improving the overall performance of the enterprise, and should not be based on the score of the index.

Performance appraisal. The basic principles are: the principle of fairness, the principle of strictness, the principle of single-head evaluation, the principle of open results, the principle of combined rewards and punishments, the principle of objective evaluation, the principle of feedback, and the principle of difference.

1. The principle of fairness.

2. Strict principles.

Third, the single-head evaluation of the original nuclear rules.

<>4. The principle of disclosure of results.

Fifth, combined with the principle of rewards and punishments of the Qing family.

Sixth, the principle of objective evaluation.

7. Feedback principle.

Eight answers, the principle of difference.