What Is Job Performance Management?

Total performance management refers to the overall process management of the setting, decomposition, and implementation of company goals and indicators, department goals and indicators, and post goals and indicators.

Total Performance Management

According to Professor Peter Drucker, a world-renowned management guru, it is not that there is a goal when there is work, but that it is only when there is a goal that everyone's work can be determined. "Objective management to department, performance management to individual, process control to ensure results", this sentence clearly outlines the process of implementing the company's goals to the job. The target management system is the most fundamental management system of an enterprise. The performance management system is included in the target management system. The target management is finally implemented to the post through performance management.

Through the training of the target management ability and performance management ability of the middle and senior managers of the enterprise, strengthen the executive ability of the middle and senior managers to the strategic goals of the enterprise, and finally establish a performance management system based on goal management. In order to achieve corporate goals, we must master the principles, methods, and techniques of goal management and performance management, so that the personal goals of employees and the business goals of the enterprise are perfectly unified, so as to stimulate the maximum work potential of employees and form a common development between the company and employees. Win-win situation.

In order to achieve the above goals, Zhang Jun, a doctor of management and postdoctoral fellow in economics from Nankai University, put forward the concept of comprehensive performance management, conducted a systematic study on the construction of a comprehensive performance management system, and gave an operational framework. ^[1]

Total performance management refers to the entire process management of the setting, decomposition, and implementation of company goals and indicators, department goals and indicators, job goals and indicators. Objective management to the department, performance management to the individual, and process control to ensure results are the fundamental logic of this process. It is necessary to examine both the vertical path of performance following the "post-department-organization" and the horizontal path of process performance. Emphasize the balance between operation and management: 1) take into account both the operating system and the management system; 2) take into account both the operational goals and the management goals: 3) the departments are mainly operational assessments, and focus on the enterprise management department (or strategic planning, planning, operation, Departments such as planning, etc.), the post is mainly a management assessment, organized and implemented by the Ministry of Human Resources. As shown below. The comprehensive performance management system contains the most fundamental management philosophy (philosophy) of the enterprise, taking into account the management position of the enterprise and the personal position of employees.

The total performance management system has four components, namely target management, performance management, process management, and process assurance (inter-department collaboration). The specific content is as follows.

Human Capital Management Software (HCM) (Human Capital Management Software) corresponds to the form of human capital management and focuses on solving the management of core talents in key positions. It is an important tool to satisfy core talent management and talent succession construction. Human capital management software describes and quantifies human capabilities and knowledge levels from the accumulation of talents to the reserve of talents, deepens from human management to human capacity management, and associates with quantitative indicators of other dimensions , As a basis for decision-making to improve the level of refined management of enterprises. The effect of human capital management is to significantly improve the strength of decision support and reduce the loss of core talent. The obvious sign that human capital management software is different from personnel software and e-HR software is that they contain many management functions and management concepts that they do not have. Such as performance management, employee career development, succession management, team management, point management, etc.