Briefly describe the content of the performance plan and what the performance goals include

A performance plan is a program that sets performance goals, creates rewards, and incentives for organizations and employees. Its content usually includes the following aspects:

1.Performance Goals:The performance plan should clarify the performance goals of the organization, team, or individual, which should be aligned with the organization's strategic goals and business needs.

Performance goals should be measurable, reachable, relevant, and time-sensitive so that performance can be evaluated and fed back.

2.Performance Criteria:The performance plan should clearly identify the criteria and indicators for evaluating performance, including quantitative and qualitative indicators.

These performance standards should be clear, fair, objective, and provide an effective basis for evaluating employee performance.

3.Performance Appraisal Methodology:The performance plan should specify the methods and procedures for evaluating employee performance, including the time of evaluation, the evaluators, the evaluation tools, and the evaluation process.

The evaluation method should be scientific, fair and transparent to ensure the fairness and accuracy of the performance evaluation.

4.Performance Rewards and Incentives:Performance plans often include rewards and incentives to motivate employees to be rewarded and rewarded when they meet performance goals.

Rewards and incentives can include salary increases, bonuses, equity, benefits, promotions, etc., and should be reasonably set according to the level of performance and the size of the contribution.

5.Performance Feedback and Improvements:The performance plan should include timely performance feedback and improvement mechanisms to help employees understand their performance levels, identify their strengths and weaknesses, and take steps to improve their performance.

Performance feedback should be targeted, specific, and timely to motivate employees to make continuous progress in performance improvement.

6.Performance Management Process:The performance plan should include a comprehensive process of performance management, including goal setting, performance evaluation, performance feedback, performance improvement, rewards and incentives.

The performance management process should be reasonable, efficient, and consistent with the organization's management system and culture.

The performance plan is a process in which both the assessee and the evaluator communicate the work performance that the employee should achieve, and the results of the communication are implemented into a formal written agreement, namely the performance plan and evaluation form, which is an internal agreement signed by both parties on the basis of clear responsibilities, rights and interests. The design of the performance plan starts from the highest level of the company, and the performance goals are broken down to subsidiaries and departments at all levels, and finally implemented to individuals. For each subsidiary, this step is the business performance planning process, and for employees, the performance planning process.

Performance goals should include task objectives, achievement indicators. Finish quantity, finish quality, for reference.

What are the contents of the performance goals There are many things that the performance goals include, and the key is to see what kind of unit you are, what content to cover, and what kind of performance goals you need.

Performance goals are primarily aimed at improving performance.

In this way, the overall work progress can be effectively promoted.

Sales, costs, expenses, human efficiency, customers, positions, internal control, etc. Be sure to set it up according to the actual settings of your own business.

The performance appraisal objectives include advanced awards, countdown punishments, and rewards for individuals with outstanding work.

View Answer Analysis [Correct Answer] A complete performance plan should include the following: First, performance work objectives. The work goal is the concretization of the organization's strategy and mission, which generally includes the main characteristics of the job objectives, judgment criteria, time limit, impact of performance status on the department organization, possible difficulties and obstacles, and help and support provided.

Second, the performance of the development goals. The performance practice process is not only a process of task completion, but also a process of improving one's ability and quality for employees, so the performance plan formulation process will include some transcendent standards based on job work, and improve the ability level of employees and organizations through the above standards. Third, performance weighting.

In the performance plan, the goal is always combined with specific weights, which are the evaluation and display of the importance and value of various performance goals from the perspective of the organization. The process of empowering an organization's performance goals is both a process of explicit requirements and a process of demonstrating the organization's value orientation.

Answer Analysis] This question examines the content of the performance plan. See textbook p233.

Answer] :(1) From the specific work content, the final result of the allocation or performance plan is to sign a performance contract. Its purpose is, first, to make employees clear about their own work goals, so as to carry out their work purposefully and efficiently; The second is to form a written document as the basis for the year-end evaluation.

2) In addition to the final individual performance goals, the content of the performance plan also includes what kind of efforts should be made by both parties, what methods should be adopted, and what kind of skills should be carried out in order to achieve the performance results in the plan. At the same time, in the performance planning link, the two key decisions of evaluation indicators and evaluation cycle should be clarified according to the content of the plan, so as to provide information for the next performance implementation, performance evaluation and performance feedback, so as to facilitate the realization of the strategic purpose, management purpose and development purpose of performance management. Therefore, in the process of formulating the performance plan, it is necessary not only to participate and commit to the employees, but also to interact and communicate with the managers and employees, so as to finally form a performance contract on the work objectives and standards.

Performance planning is the first link in the closed loop of the performance management system, and the meaning of performance planning can be understood from two perspectives. One perspective is to understand the performance plan as a verb, and the performance plan is the process of managers and employees communicating with each other, forming an agreement on work objectives and work standards, and finally formulating a performance contract; Another way to think of a performance plan is a noun, and a performance plan is a contract about work objectives and work standards. Since the performance plan can have two meanings, the performance plan in the performance management process should focus on both the dynamic communication process and the final performance contract.

Therefore, performance planning is a process in which managers and employees agree on work goals and standards to form a contract, and it is the starting point of the entire performance management process. The performance plan does not mean that once it is established, it cannot be changed implicitly, and in the process of plan implementation, it is often necessary to continuously adjust the performance plan according to the actual situation of promotion and return.

Answer]: Traces of envy a, b

Performance plan objectives can be divided into two categories: performance goals; Development goals. Performance Goals** are organizational, departmental, and personal goals, and are mainly used to describe the job responsibilities that employees should perform and the quantitative output metrics that should be accomplished.

Development goals refer to the standards of competencies that support employees to achieve performance goals and promote their own development, and mainly emphasize the values, competencies and core behaviors that are consistent with the organization's goals.

Describe the meaning and function of the performance plan.

Check the answer analysis [correct answer] 1What it means: Performance planning refers to the process by which managers and employees work together to develop and revise performance goals and steps to achieve them based on established performance standards.

2.Role: In performance practice, the role of the performance plan is as follows:

Contracts for work objectives and standards. The performance plan includes the performance requirements for various departments and positions, as well as the forms and standards for the completion of the requirements. Signing a performance plan is an agreement between the organization and employees on the goals of the work and the criteria for achieving them.

The process of two-way communication. The premise of the effective formulation of the performance plan is that the performance maker and the executor have sufficient communication on performance matters, and ensure that both parties reach a common understanding on the issue of performance matching. Therefore, the process of formulating a performance plan is also a process of deepening the implementer's understanding of the connotation of performance.

Increase employee engagement and commitment to the organization. A performance plan is only reasonable if both the employee and the organization are satisfied. In the process of developing a performance plan, employees can express their views and opinions on the performance of the organization and individuals, and this process can match the actual situation of employees with the goals of the organization and improve their commitment to the organization.

Answer Analysis] See textbook p232-233.