What is a department manager a performance manager?

Department managers are the "first executors" of performance managers

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. The main factors influencing performance are employee skills, external environment, internal conditions, and motivational effects.

1. Employee skills refer to the core competencies of employees, which are internal factors that can be improved through training and development;

2. The external environment refers to the factors faced by the organization and individuals that are not affected by the organization, which is an objective factor and completely uncontrollable;

3. Internal conditions refer to the various resources required by organizations and individuals to carry out their work, and they are also objective factors, and to a certain extent, we can change the constraints of internal conditions;

4. Incentive effect refers to the initiative and enthusiasm of organizations and individuals to work to achieve goals, and the incentive effect is a subjective factor.

Extended Material: Performance management is the PDCA cycle. In fact, performance management is a closed-loop management of "performance planning, performance implementation, performance inspection, performance feedback, and performance improvement", and performance appraisal is only one of the links.

The purpose of performance management is to achieve organizational performance improvement, and organizational performance improvement requires the continuous improvement of employees' ability and quality, therefore, helping employees grow and develop should become an important part of performance management. From a practical point of view, there are three obstacles that affect the growth and development of employees in performance management activities: unfair factors in performance appraisal, lack of performance coaching or lack of timeliness, and lack of performance feedback or mere formality.

As far as performance management is concerned:

1. On the one hand, the specific activities of performance management, especially performance appraisal, should adapt to the requirements of corporate culture, for example, pay attention to the stability of the team, pay attention to the organization of a harmonious atmosphere, and be very cautious when implementing mandatory sorting and elimination of the last position; Organizations that pursue results-oriented and judge heroes by success or failure should appropriately lengthen the appraisal cycle, set flexible performance targets, and support a strong attractive benefit-sharing mechanism.

2. On the other hand, performance management should become a powerful force for corporate culture management, especially in the period of transformation and change, performance management, especially performance appraisal, should play a good role as a "baton", and assume the important task of correctly driving the reasonable flow of organizational resources and appropriate changes in employee behavior.

Hello dear. The leader of performance management is determined according to the objectives of performance management, the scope of performance management, the methods of performance management and the results of performance management. Performance plan formulation is the basic part of performance management, and performance management cannot be talked about without a reasonable performance plan; Performance coaching communication is an important part of performance management, this link is not in place, performance management will not be implemented, from the practice of domestic consulting companies, effective performance guidance mainly has three ways:

Daily guidance from superiors to subordinates, regular performance meeting system, performance guidance and feedback forms; Performance appraisal and evaluation is the core link of performance management, and performance management will have a serious negative impact if there is a problem in this link; The application of performance results is the key to the effectiveness of performance management, and if there are problems with the incentive and restraint mechanism for employees, performance management cannot be effective.

Hello, the main content of performance management: managers and employees at all levels in order to achieve the organizational goals to participate in the continuous cycle of performance plan formulation, performance coaching and communication, performance appraisal and evaluation, performance results application, performance goal improvement, 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, the core should be conducive to improving the overall performance of the enterprise, and should not be considered in the rough hand of the indicators.

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 that managers and employees at all levels participate in in order to achieve organizational goals, and the purpose of performance management is to continuously improve the performance of individuals, departments and organizations. Performance plan formulation is the basic part of performance management, and performance management cannot be talked about without a reasonable performance plan; Performance coaching and communication is an important part of performance management, and if this link is not in place, performance management will not be implemented; Performance appraisal and evaluation is the core link of performance management, and performance management will have a serious negative impact if there is a problem in this link; The application of performance results is the key to the effectiveness of performance management, and if there are problems with the incentive and restraint mechanism for employees, performance management cannot achieve results.

Performance managed in an organization includes performance plan development; performance coaching communication; performance appraisal and feedback; Performance incentives and application of appraisal results.

The most direct purpose of performance management is to stimulate the initiative and enthusiasm of employees in their work through a certain mechanism and system suitable for the internal system of the enterprise. At the same time, the improvement of the internal conditions of the entire job has improved the skill level of individuals and boosted the sales performance of the entire company.

At the same time, in the process of implementing performance appraisal, the company must pay attention to the whole evaluation process of fairness, justice and effectiveness. This is the only way to make a very accurate measure of the performance of each employee and the entire department, and only in this way can the performance of the marketing department be measured.

This is especially true for those who are better at rewarding and those who have lower performance ratings. It is also possible to do a better incentive policy, but if the factors evaluated in the whole process of implementing performance, or the results of the evaluation are not accurate.

Even if there are some personal factors in it, it will not only lead to the appearance of the whole object of motivation. Misalignment and error also play an important role in motivating performance within the company.

At the same time, in the process of implementing performance, not only can the division of labor be clear, but at the same time, the work progress of each department can also be well feedback. It is conducive to communicating and promoting the formation of the work of the whole organization, reflecting the performance system, as one of the important tools for motivating and selecting talents within the whole company.

Answer]: The purpose of performance management by managers is mainly in the following three aspects:

1) Help senior managers achieve strategic business goals. One of the most effective ways for an organization to achieve strategic intent is to first define the outcomes, behaviors, and individual characteristics of employees necessary to achieve a strategy, and then design performance measurement and feedback systems to ensure that employees are able to maximize these behaviors and characteristics, and strive to achieve such an outcome. The performance management system provides a strong guarantee for the realization of the organization's strategic goals by linking the organization's goals with individual goals and work activities, strengthening the employees' work results and work behaviors that are conducive to the achievement of the organization's goals.

2) Provide effective and valuable information for organizations to make various employee management decisions. If an organization cannot obtain information about employees' actual work ability and work results, work behavior and work attitude, it is not only difficult to make decisions that are beneficial to the development and operation of the organization, but also cannot ensure fair treatment of employees.

3) Further development of employees to ensure that they are able to do their jobs. On the one hand, when an employee doesn't do the job as well as it should, the performance management system fails to seek to improve its performance. Existing performance deficiencies can be improved through the development of action plans and the implementation of remedial actions through vigorous measures.

On the other hand, the feedback employees receive on performance should help them design their own career paths.

Performance management is defined as a continuous cycle process in which managers and employees at all levels participate in the formulation of performance plans, performance coaching and communication, performance appraisal and evaluation, application of performance indicators and results, and improvement of performance goals in order to achieve organizational goals, and the purpose of performance management is to continuously improve the performance of individuals, departments and organizations.

Performance plan formulation is the basic part of performance management, and performance management cannot be talked about without a reasonable performance plan; Performance coaching and communication is an important part of performance management, and if this link is not in place, performance management will not be implemented; Performance appraisal and evaluation is the core link of performance management, and if there is a problem in this link, performance management will have a serious negative impact.

Performance management is an organizational management approach that aims to ensure that employees and the organization are on a common goal by setting goals, monitoring progress, evaluating results, and providing a counter-slick feed. It is an integrated management approach designed to improve employee performance, enhance organizational effectiveness, and achieve strategic goals. Performance management includes setting performance standards, evaluating employee performance, providing feedback and training, rewarding outstanding performance, and resolving performance issues to ensure that employees perform well at work while promoting the continuous development of the organization.

Performance management can help an organization build a high-performing work culture, improve employee morale, reduce turnover, and thus improve the competitiveness of the organization.