Many people will say that performance appraisal is to evaluate someone's work performance and effect. Literally, it is! Achievement is achievement, and achievement is achievement; Effect is effect and result; Review refers to experiment, testing, prosecution and verification; Nuclear means comparison, inspection and review. Have you seen it? There is nothing wrong with meaning!

Every human resource practitioner or enterprise manager knows the benefits of performance management to enterprise management, but few people really apply performance management to enterprises. I read a survey article on the Internet and surveyed 100 professional managers and HR managers. The answer is: 80% people think that performance management has not achieved the expected results, and they all think that performance management is the daily work of enterprise management.

In fact, one of the reasons for this result is the lack of performance communication in the management process of technical schools?

Performance communication is not only a simple verification of work completion, but also a bargaining of performance scores. The fundamental purpose of performance communication is to effectively manage the process of employees' performance plan implementation, clarify the company's expectations of employees, and strengthen mutual understanding and trust between managers and managed people.