企业绩效管理，是为实现组织目标，各级管理者和员工共同参与制定绩效计划、绩效辅导与沟通、绩效考核与评价、绩效结果应用和绩效目标提升的持续循环过程。企业绩效管理的目的是，不断提高个人、部门以及组织的绩效。

Enterprise performance management is a continuous cycle process in which managers and employees at all levels participate in the formulation of performance plans, performance counseling and communication, performance appraisal and evaluation, application of performance results and promotion of performance objectives in order to achieve organizational goals. The purpose of enterprise performance management is to continuously improve the performance of individuals, departments and organizations.

绩效薪酬咨询辅导企业绩效管理的价值意义

The value and significance of performance compensation consulting and coaching enterprise performance management

一、企业绩效管理的作用

1、 The role of enterprise performance management

1、组织层面上：有效的绩效管理体系对企业的健康发展至关重要。

1. On the organizational level: effective performance management system is very important to the healthy development of enterprises.

在组织层面，企业要能够通过绩效管理的过程和结果，不断地进行组织学习。通过了解绩效指标与战略目标之间的因果关系，企业可以改进战略规划，提高企业绩效管理的效率。

At the organizational level, enterprises should be able to continue organizational learning through the process and results of performance management. By understanding the causal relationship between performance indicators and strategic objectives, enterprises can improve strategic planning and improve the efficiency of enterprise performance management.

绩效管理的另一个主要功能是明确任务、落实职责、强化过程、注重结果。

Another main function of performance management is to clarify tasks, implement responsibilities, strengthen process and pay attention to results.

通过企业绩效管理，有效地分解和管理任务的目标水平，并进行及时的跟踪和评估，以保证企业目标的实现过程控制水平，有效促进企业操作系统的有效运行，并确保企业的健康发展。

In order to ensure the effective management of the enterprise, it is necessary to track and control the performance of the enterprise.

2、人力资源层面：企业绩效管理可以促进人力资源管理的系统化。

2. Human resource level: enterprise performance management can promote the systematization of human resource management.

企业的健康发展很大程度上取决于人力资源的合理配置，标志是关键员工的向心力和员工的高绩效。这种标志的形成直接取决于绩效管理体系的建立及其科学化程度，以及与人力资源其他模块的衔接。

The healthy development of an enterprise largely depends on the reasonable allocation of human resources. The symbol is the centripetal force of key employees and the high performance of employees. The formation of this sign directly depends on the establishment of performance management system and its scientific degree, as well as the connection with other modules of human resources.

绩效管理体系主要从以下几个方面整合人力资源的其他模块。

Performance management system mainly integrates other modules of human resources from the following aspects.

(1)培训与发展。经过一个绩效管理周期后，绩效考核的结果就确定了。根据结果对员工的绩效进行分析，并对被评估的影响绩效水平的部分进行培训。人力资源部根据员工当前的绩效需要提高的地方，设计整体的培训与发展计划，帮助主管与员工共同实施培训与发展。

(1) Training and development. After a performance management cycle, the results of performance appraisal are determined. According to the results of the analysis of the performance of employees, and to be assessed the impact of the level of performance training. The human resources department designs the overall training and development plan according to the employees' current performance needs to be improved, so as to help the supervisor and employees to implement the training and development together.

(2)用于薪酬的分配。以绩效管理体系的设计与实施为契机，树立绩效导向的薪酬理念，通过绩效考核与薪酬的综合联系，鼓励员工不断提高自身绩效。

(2) For the distribution of compensation. Take the design and implementation of performance management system as an opportunity, establish the concept of performance-oriented salary, and encourage employees to continuously improve their own performance through the comprehensive connection between performance appraisal and salary.

(3)职务调整。对具有良好及以上水平和发展潜力的员工，可晋升或担任公司后备干部;对因工作环境不适宜导致工作表现不佳的员工进行调整;因能力低下或工作积极性不佳而导致业绩不佳者，应予以降职或再培训。

(3) Job adjustment. Those who are above the level of the above-mentioned cadres are not able to be promoted or have poor working ability due to poor performance or poor working environment.

(4)用于员工个人发展计划。一方面，员工可以了解自己的绩效水平，通过比较可以感受到企业对自己的认可和尊重;另一方面，绩效管理可以为员工提供发现问题、发现差距、制定相应计划和改进措施的渠道，为员工设定更高的目标，超越自我，实现自我。

(4) For employee personal development plan. On the one hand, employees can understand their own performance level, and can feel the recognition and respect of the enterprise for themselves through comparison; on the other hand, performance management can provide employees with channels to find problems, find gaps, formulate corresponding plans and improvement measures, set higher goals for employees, surpass themselves and realize themselves.

绩效管理将人力资源的各项功能整合为一个内在联系的整体，促进员工内部潜能的提升，实现员工目标与企业目标的共识。

Performance management integrates the functions of human resources into an internal whole, promotes the promotion of employees' internal potential, and realizes the common understanding of employee goals and enterprise goals.

3、员工层面：企业绩效管理可以提高员工的激励水平，对员工的工作行为起到约束作用。

3. Employee level: enterprise performance management can improve the incentive level of employees and restrain their work behavior.

员工动机水平是保证企业运行的基本前提，绩效管理可以通过两个方面系统地提高员工动机水平。一方面，绩效管理往往与薪酬挂钩，也就是说，员工的行为和预期结果与自己的收入挂钩，可以直接激活员工的主动性和积极性;另一方面，通过目标设定和目标管理系统，激发企业的积极性和潜力。

Employee motivation level is the basic premise to ensure the operation of the enterprise. Performance management can systematically improve the level of employee motivation through two aspects. On the one hand, performance management is often linked with salary, that is to say, employees' behavior and expected results are linked with their own income, which can directly activate the initiative and enthusiasm of employees; on the other hand, through the goal setting and target management system, the enthusiasm and potential of enterprises can be stimulated.

其次，绩效管理明确地将组织和工作对员工的行为和绩效期望表达给员工，使员工能够正确地选择自己的行为，将员工的努力和贡献纳入帮助企业实现目标和提高核心竞争力的轨道。

Secondly, performance management clearly expresses the behavior and performance expectation of the organization and work to employees, so that employees can correctly choose their own behavior, and bring the efforts and contributions of employees into the track of helping enterprises achieve their goals and improving their core competitiveness.

结语：

Conclusion:

绩效管理做的好的企业还可以优化企业流程，提高企业管理水平，提升企业战略落地率。因此，构建一套系统、科学有效的绩效管理体系是人力资源管理的核心工作，也是企业发展的重要工作。科学合理的绩效管理体系对企业目标的实现和员工绩效的提高有着深远的影响和意义。

A good performance management enterprise can also optimize the enterprise process, improve the level of enterprise management, and enhance the implementation rate of enterprise strategy. Therefore, building a set of systematic, scientific and effective performance management system is the core work of human resource management, and also an important work of enterprise development. Scientific and reasonable performance management system has a profound impact and significance on the realization of enterprise goals and the improvement of employee performance.

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