Enterprise Performance Interview Link Problems

Performance management is a weakness in many Chinese corporations nowadays. While performance feedback interview, as a main step in performance management, is often omitted or not well executed, hence its main role isn't played. Under such situation, the article mainly discusses how corporation, department supervisors and subordinates upgrade their separate performance via performance feedback interview so as to realize the whole corporate strategic objectives. The article puts literature research, questionnaire survey and case study to use, which reveals the attitude of corporate managers and subordinates to performance feedback interview, the operation of corporate performance management as well as performance feedback interview and the problems lying in the management. Based on the relative literature and study, the counter-measures to the problems are brought forward.Firstly the theory of performance management and performance feedback interview is reviewed, and then study hypotheses are put forward and being proved. Through study, the author considers that the obstacle to the carrying out of performance feedback interview lies in the lack of consciousness and impetus. So it is important to set up an atmosphere which drives the implementation of performance feedback interview. From the point of view of supervisors, it is necessary to respect the subordinates and to treat the performance feedback interview as a tool of process control, and the ultimate effect is to accord the department objectives to the corporate strategic objective. As far as subordinates are considered, they shouldn't accept the results of performance appraisal passively, on the contrary they should communicate with supervisors, which aims at receiving comprehensive working performance. As a result, under the direction of supervisors, an improvement schedule is planned.