The origin of performance, what are the sources of performance goals

The following are the main personal performance goals of employees: ( ) organizational performance objectives, employees' job responsibilities, personal career planning, and the needs of internal and external customers.

Performance objectives of the superior department Job responsibilities Internal and external customer needs.

According to the management paradigm of Harvard University, each enterprise does not exist in isolation, in order to survive, enterprises need to continue to make trade-offs, optimize their own resources, and constantly take iterative measures, which is the development strategy and business strategy of the enterprise, the primary purpose of the strategy is to meet the survival needs in the competitive environment, there are different core resources under different industrial structures, and the battlefield of resource competition evolves different competitive patterns, and the performance of enterprises in this pattern, we call it performance. The performance target is neither the boss patting his head, nor is it simply calculated from the ring, and the performance target is based on the corporate strategy. "Quoted from Zhihu's article: A Speech on Performance Management (Medium)".

The origin of performance appraisal is as follows:

The performance appraisal system originated from the reform of the civil service system in the United Kingdom, and the appraisal system and employee performance are the basis for performance appraisal, and the appraisal data directly affects the rise and fall of rewards, so as to actively mobilize the enthusiasm of employees; The United States created a performance appraisal system in 1887, which is directly related to the use of civil servants and the promotion of positions.

The company's performance appraisal is designed in a given strategy and should be designed according to specific indicators and standards to motivate employees to take responsibility. Performance appraisal is the composition of human resource management, and the actual appraisal results are not a single data evaluation, and employees are urged to complete the appraisal objectives through the analysis of various completion tabulations.

The rest

Performance appraisal can find problems within the enterprise, and complete the performance appraisal process through data analysis, execution and inspection. The internal performance appraisal system of the enterprise is directly related to the distribution of benefits, and the performance appraisal that does not involve various interests has no value.

The remuneration of employees of the enterprise is composed of fixed salary and performance appraisal salary, and the performance appraisal data is related to performance work, which is generally paid together with the fixed salary of employees. Performance appraisal can supervise the growth of enterprises and employees, find problems through performance appraisal data, and find appropriate strategies to solve problems; Performance appraisal also has a certain incentive effect, and the salary, promotion and employment of employees within the enterprise are related to performance appraisal data.

The performance of the goal is wide and the target is **().

a.Higher-level departments refer to performance targets.

b.Job Responsibilities.

c.Internal and external customer needs.

d.Corporate Strategy.

e.Employee wishes.

Correct Answer: Performance goals of the superior department; Position Responsibilities; Internal and external customer needs.