What is the main purpose of performance appraisal

Performance appraisal and even performance management is of great significance to the management of the enterprise, and lays a good foundation for the later training work and performance improvement, the significance of the existence of performance management is mainly for the later performance improvement.

I. The purpose of performance management

From the current research and business practice, it is generally believed that the purpose of performance management is as follows:

(a) The core purpose of performance management is to improve the performance of the organization or team by improving the performance of the employees;

In the process of performance management, we have achieved the goal of improving performance management. In the process of performance management, we have achieved many purposes, such as employee participation in management: employees have a sense of self-fulfillment through participation in setting their own work goals; the unity of the organization's goals: through the top-down decomposition of the objectives, to avoid deviation from the organizational goals of the team and staff goals; a number of times a year in the assessment and rewards and punishments, to achieve the organization's monitoring and implementation of the objectives to ensure that the work goals are completed on time. All of the above is to improve the efficiency of the organization or team, to ensure the implementation of organizational goals. Therefore, performance management in the enterprise's human resource management this organic system occupies the core position, plays an important role.

(ii) the significance of performance management for organizational strategy;

Performance management for the sustainable development of the organization is of great significance, which has long been achieved *** knowledge, and performance management and strategy is linked to the performance management in recent years, is a notable feature of performance management. Strategy is an expectation of future results, the realization of this expectation depends on all members of the organization, according to certain responsibilities and performance requirements, through sustained efforts and creativity to achieve. Therefore, the system of performance management has become an indispensable management tool and means in the strategic management control system. To be successful, an enterprise should not only ensure the reliability of process performance, but also design its performance management system for the strategic success of the organization and establish a performance management system aimed at improving the core competitiveness of the enterprise. Performance management breaks down an organization's strategic goals into individual business units and to each position, whose duties are ultimately fulfilled by the employees. Therefore, the performance of each employee is managed, improved and enhanced to improve the overall performance of the enterprise, making the productivity and value of the enterprise also increase, and the competitive advantage of the enterprise is thus gained. Performance management is an important means to achieve the strategic goals of the organization and to develop core competitiveness.

(3) Performance management provides a standardized and concise communication platform;

Performance management has changed the previous purely top-down practice of issuing orders and checking results, requiring both managers and the managed to regularly communicate, judge, feedback and counseling on the behavior and results of their work, and the managers have to train, develop, and counsel and motivate the managed's professional abilities. Counseling and incentives for career development objectively provide a very practical communication platform between managers and the managed.

(4) performance management for the enterprise's human resource management and development provides the necessary basis

Through performance management, the implementation of performance appraisal for the enterprise staff management decisions, such as dismissal, promotion, transfer, demotion, etc., provides the necessary basis, but also solves the problem of staff training, compensation, career planning, etc., so that the line of evidence. This is the reason why performance management has become the core of all aspects of human resource management.

(E) the legal significance of performance management

In a country with sound labor laws, recruitment, hiring, appraisal, dismissal and even bonus distribution and promotion within the enterprise are supervised by the state or social fair employment organizations.

In labor disputes, if sufficient evidence cannot be produced to justify personnel decisions, companies are often sanctioned by the courts or social fair employment organizations. And this evidence generally comes from performance management, for example, to provide evidence of an employee's inability to perform his or her position for the purpose of dismissal, and this evidence is naturally the employee's performance record. For this reason, performance management procedures must be clearly documented, and forms must be filled out as well as signed by both parties at every step of the performance management process.

Since the development of China's labor market is still immature, labor legislation is relatively lagging behind, for a long time, there are a lot of irregularities in the management of human resources in enterprises. And with the development of China's labor legislation, the role of performance management in corporate labor disputes is bound to become more and more important. China's "Labor Contract Law" is bound to greatly promote the adoption and implementation of China's enterprise human resource management behavior normative and legalized.

? Second, the discussion of the purpose of performance management

The above is generally believed to be the purpose of performance management, but if we analyze the above aspects, it can be found that the purpose of performance management can actually be divided into the basic two major aspects: performance management of the core of the purpose of the organization's goals, with the ultimate significance; and the improvement of employee performance, performance management process of communication, The improvement of employee performance, communication in the process of performance management, and support for decision-making in human resource management and development have more of a means significance.

(A) performance management is a means or an end

1, the ultimate organizational goals. Fundamentally, not only performance management, and even the entire human resource management system, is the support system of the organization's strategy, the organization's strategic objectives is the ultimate goal of all management activities. Therefore, organizational goals have ultimate significance for performance management. In this sense, to improve the performance of individual employees, and then improve team performance, to achieve effective communication between the upper and lower levels, are for the ultimate goal of the organization's objectives.

2, the means of performance management. It is based on the ultimate goal of the organization, performance management is actually just a means to achieve the organization's strategy. From this point of view, the performance management process of continuous communication, performance management of the results of the application, can be included in the scope of the means, even in the fair employment of legal constraints on performance management is only from a wider perspective to strengthen the fairness of performance management only. In this sense, performance management is more of a management tool.