绩效管理是战略性人力资源管理的重要组成部分,是以实现股东价值为驱动力,以绩效合同、工作目标设定、个人能力发展计划为载体,通过制定绩效计划及其衡量标准、定期指导和强化绩效、最终评估、考核绩效并以此为基础确定员工个人回报三大步骤,实现对公司各层各类人员工作绩效的监督及奖惩,发挥各岗位优势,调动全员工作积极性,从而提高公司绩效,创造股东价值,实现先进科学的人力资源管理。 Performance management is an important part of strategic human resource management. It is driven by the realization of shareholder value, with performance contract, work objective setting and personal ability development plan as the carrier. Through performance planning and its measurement, regular guidance and Strengthen the performance, the final assessment, assessment performance and based on this to determine the personal return of employees three steps to achieve the various levels of the company’s work performance supervision and rewards and punishments, give full play to their positions, mobilize the enthusiasm of all staff, thereby enhancing the company Performance, create shareholder value, achieve advanced scientific human resource management.