绩效管理作为人力资源管理的一个分支，是一个非常重要的内容。企业实施绩效管理的目的是提高企业经营管理的效率与盈利水平，也是为了提高员工的综合能力和职业素质。一个完整有效的绩效管理体系必须包括四个环节。那么，绩效管理实施的四个环节包括哪些呢?下面绩效薪酬咨询辅导来给大家介绍一下！

As a branch of human resource management, performance management is a very important content. The purpose of enterprise performance management is to improve the efficiency and profitability of enterprise management, and also to improve the comprehensive ability and professional quality of employees. A complete and effective performance management system must include four links. So, what are the four links of performance management implementation? The following performance compensation consultation and guidance to introduce to you!

绩效管理实施的四个环节，分别是：绩效计划、绩效监控、绩效评价、绩效反馈。

The four links of performance management implementation are: performance plan, performance monitoring, performance evaluation and performance feedback.

1、绩效计划。

1. Performance plan.

绩效计划是绩效管理流程的起点。在绩效周期开始时，管理者和员工进行充分沟通，明确员工在绩效周期中应该做什么，应该做到什么程度，以实现组织的业务计划和管理目标，并讨论相关问题，比如为什么和什么时候做，以及员工的决策权限等，以促进相互理解并达成一致。

Performance plan is the starting point of performance management process. At the beginning of the performance cycle, managers and employees should fully communicate with each other to make clear what employees should do in the performance cycle and to what extent, so as to achieve the business plan and management objectives of the organization, and discuss relevant issues, such as why and when to do it, and the decision-making authority of employees, so as to promote mutual understanding and reach agreement.

2、绩效监控。

2. Performance monitoring.

绩效计划制定后，员工开始按照计划工作。在工作过程中，管理者应指导和监督员工，及时解决发现的问题，并根据实际情况及时调整绩效计划。

After the performance plan is made, employees begin to work according to the plan. In the process of work, managers should guide and supervise employees, timely solve the problems found, and timely adjust the performance plan according to the actual situation.

3、绩效评价。

3. Performance evaluation.

绩效评价通过实施和绩效监控过程中收集的数据来判断员工的绩效是否满足绩效目标要求。绩效评价不仅是绩效管理过程的核心环节，也是很有技术性的环节。

Performance evaluation judges whether the employee's performance meets the performance objectives through the data collected in the process of implementation and performance monitoring. Performance evaluation is not only the core link of performance management process, but also a very technical link.

4、绩效反馈。

4. Performance feedback.

绩效反馈是指管理者和员工在绩效周期结束时进行绩效评估面谈的过程，以便员工能够充分理解和接受绩效评估的结果，管理者能够指导员工如何在下一个周期提高绩效。

Performance feedback refers to the process of performance evaluation interview between managers and employees at the end of the performance cycle, so that employees can fully understand and accept the results of performance evaluation, and managers can guide employees how to improve performance in the next cycle.

通常，人们把绩效管理实施的四个环节看作是一个循环，总是在围绕着进行。每一个环节都是必不可少的，都需要做好，否则可能会影响效果。

Usually, people regard the four links of performance management implementation as a cycle, always around. Every link is essential and needs to be done well, otherwise it may affect the effect.

感谢您的阅读，希望对您有所帮助，如您想要了解更多精彩内容请点击：绩效薪酬咨询辅导https://www.cclsbs.com 。

Thank you for reading, hope to help you, if you want to know more wonderful content, please click: performance compensation counseling https://www.cclsbs.com  .