Performance Management is a human resources management at the hub of modern and key human resources management theory to human resources management system is divided into nine large independent modules, this nine modules are : organizational structure design and management, staff recruitment and selection, training, Quality management staff, salaries and benefits administration, performance management, labor relations management, career planning, the building of enterprise culture. The human resources management system of nine modules, performance management, human resources management and key hub, the other eight modules and performance management is closely related to the functioning of evaluation and analysis improvements can not be separated from the module, leave this module, the entire value chain cut off, not fragmented. Now many enterprises, performance management as a performance evaluation, which is to allocate, performance management system is essentially equivalent to the prize money distribution system, Such a positioning error seriously affected the human resources management functions of the play, To fully develop the human resources management system of its due role, we must re-position -- Performance management systems should be the same distribution system left, so as to the basis of qualifications, through targeted for the full evaluation, and through the pay system, job rotation systems, training system, Career Planning staff of effective incentive and change the assessment of the integration of a single goal setting, performance communication, Performance Improvement of positive guidance, constantly improving staff performance and company performance. Performance Management is the core idea of achievement improved performance management as the core idea is to constantly upgrade and improve enterprises, and three levels of staff performance appraisal, punishment or incentive awards are, in the final analysis, is to improve performance. A complete performance management system by the performance plan, performance counseling, performance diagnosis, performance assessment and performance feedback several components, and the formation of a completely closed circle, from the company and departmental level, the performance of the performance management cycle, namely, implementation, counseling, screening, pay staff to guide companies and departments to achieve performance goals and enhance their level of performance; from the personal level, to constantly upgrading the performance of the cycle of performance improvement through staff and department managers in the common, Performance through counseling, and examined several areas, the staff continually improve their skills and performance on the rise. Performance Management is very concerned about performance management communication performance of the communication is very important. Whether the process is the goal of establishing communication performance, or performance of the implementation process of communication, even when performance evaluation of the performance of communication are extremely important. The target establishment phase, the management and staff to communicate through on goals and plans to reach agreement. and to determine the performance evaluation standards, which is the very basis of a link, if a lack of communication, the staff do not have a sense of participation. hearts conflict do not even recognize separate from the management personnel of the plans and targets, So this aspect of communication is indispensable. Second, the objective of the implementation process, the staff may encounter this or that problem, even encounter some inter-departmental barriers, as a management and staff personnel to communicate at any time, solve their power, technology, resources, experience and difficulties on the way, They ensure the successful completion of goals in the most direct access to the guidance, help and accumulated experience. Finally in the evaluation of performance, communication has become more important and necessary, through communication, Management staff told the staff the past several months of achievements, failures, strengths and weaknesses. and the direction that employees moving in the right direction, and a cycle of work on the outcome of the work has been reached between the views. Right management, communication through performance, the following 4:00 meanings : one, and can help to develop the capability to subordinates. 2, in a timely and effective manner to grasp the work of the staff and work mentality found resolving issues, ensure staff direction and the correct results. 3, will be able to objectively and impartially evaluate staff performance. 4, the staff can improve the sense of participation, the enthusiasm and satisfaction. On the staff, through performance communication, 2:00 following meanings : 1. through effective communication found his own shortcomings and weaknesses, established to improve the focus and improving direction. 2, the communication is for the two sides to exchange feelings and the opportunity to express their employees feel important work time. Performance Management is results-oriented and process-oriented performance management system is a result-oriented system, But it is also a process-oriented management system, simply focus on one aspect and neglect other aspects are one-sided and inaccurate. This is something we in the implementation of the performance management system, we must pay attention to. Now many enterprises would have committed such an error of principle, performance evaluation as performance management, and let one leaf cover our eyes. the end of the quarter or year-end evaluation forms to fill in a few forms to the staff took a fraction 了事. Performance Management neglect other important aspects of the practice is extremely dangerous, such as target decomposition, goals adjusted performance communication, Performance analysis and improvement, performance of achievements such that the use of these areas is exactly the most important performance management process areas We said to be process-oriented management, performance management, if overlooked these processes, then I am sure that, performance appraisal must be done! Performance Management managers at all levels to participate in the performance management implementation of the strategy is to ensure the effective management tool, In this sense all enterprise managers should bear the responsibility of performance management. Performance Management managers at all levels to become the main management, However, different levels and functions of managers in performance management is the responsibility of differentiated. Managers of the performance management system's main duties include :

◆ clear mission and the pursuit;

◆ determining strategic planning;

◆ organizational development and design of key elements of successful strategic and financial evaluation criteria;

◆ organizations to develop enterprise operating management strategy objectives, provide resources and policy support;

◆ organizations to develop company-level KPI system;

◆ regularly focus on the company-level changes in the status of the KPI, found problems in a timely fashion organizational assessment;

◆ regular business review, the interim management to review the situation and formulate responses;

◆ indicators decomposition to the departments, KPI two audits, and identify indicators of performance evaluation weights;

◆ right middle managers and departments conduct regular performance evaluations.

◆ middle managers is the main role of decomposition departments organizational goals, and guidance and assistance under the planned targets. middle managers is the implementation of the Performance Management one of the main key. In performance management, the middle managers to assume responsibility include :

◆ basis for the development of enterprises of strategic planning and corporate KPI system. clear the department's annual and quarterly objectives of the strategy and management focus;

◆ design department two KPI, from the functions of the departments in response to a corporate strategy and KPI system;

◆ sector performance implementation of the design and the design of jobs KPI;

◆ organization performance evaluation;

◆ communication with subordinate to determine performance improvement goals and plans.