破解企业绩效管理难题（Solving the problems of enterprise performance management）Solving the problems of enterprise performance managementLiu Jinzhe CCTopic name human resources development and managementTopic number F1022008 05 issue copyIn many enterprises can see such a scenario: at the end of the fiscal year, in addition to do accounting work, managers and employees who began the once a year they call the performance evaluation meeting. As a result of the HR departments urging, the executives send each employee an evaluation sheet. When they have filled it out, the supervisor will talk to each person for 15 minutes on the list and then sign it. The problem has been solved, the paper work has been completed, the human resources department is satisfied, and everyone has gone back to reality from paper.This scene may not be strange to everyone. Now, has been in countless entrepreneurs for the performance management of the Bible, the stars in the transfer, but not essential to become chicken ribs. What is more, the Sony Corps former Managing Director Ron outer server in early 2007 to write articles, unequivocally criticize the performance doctrine destroyed SONY. But are these really flaws in the performance doctrine itself?The answer is clearly negative. From the renowned North American performance management expert Robert buckworth monograph performance! Achievements！ How to appraise employee performance in the book, we can clearly find out the root of these problems in the performance management has become the enterprises they follow the chicken ribs, but is the alienation of the performance management theory, they questioned and often is not the real performance management.Sir buckworth think real performance management is a continuous process of communication between two people, from his performance theory source systematically expounds what is performance management, how to carry out performance management can create a for managers and employees and organization performance management methods have help. Buckworth advocate performance management is the direct supervisor and employee communication, organization and management of the high yield investment, and as a core to build a complete performance management system.First, performance management is a chain investmentAs the stock market investment, before buying a stock, need the fundamentals of system research goal of the enterprise, including the financial situation, human resources, product characteristics and so on, the research work done more fully, the future gains will be higher.The same is true of performance management. Successful managers of performance management know that taking time to performance management is a high reward investment to prevent problems from occurring and to improve performance. The organization, management, people all have the obvious benefits, reach a win-win effect.Of course, in charge of investment of time should not be spent on work, the essence of performance management includes two aspects: listening and speaking is the process between managers and employees on job responsibilities and improve work performance problems continue to communicate.The process is reached by between the employee and the direct supervisor to ensure the completion of the completion of the agreement, expect employees in agreements substantive duties, affect the work of the staff of the company to achieve the goal, and clearly explains how to measure the performance of clear requirements and regulations. Partners must understand why they become partners through two-way communication.For executives, one of the important reasons they think they need to manage hard is whether they are confident that employees will do the job the way they want it.Through performance management, employees can better understand the intention of managers. For managers, performance management is an early investment for employees to complete their work. Through performance management, employees will know what managers want them to do, what decisions they can make, what kind of work they have to do, and when managers have to intervene. This will allow managers to do other more important tasks, saving time, getting out of the daily routine, and working on more valuable jobs.If subordinates appear low performance and repeated mistakes. Performance management can also be targeted to find out the cause of the error, obviously, can not disappear, even though the performance management can not solve all the problems, but it is to remove most management problems which provides the possibility of.The employees also have significant benefits, since the performance management is a process with the staff supervisor cooperation, can help employees know what they should do and why to do so, feedback so that it can make workers more clearly understand the work performance and work conditions of their own.Step b