Smes The Implementation Of Performance Management Issues

According to the general definition to performance management, performance management is the process that business enterprise governor adopts the certain method to insure the business enterprise and its son systems can keep consistence with the strategy target of the business enterprise, and promote its realization; performance management is the process of reaching the common ground that what is the target and how to realize the target between the governor and employee, the management method of strengthening the employee to successfully realize the target and the management process to promote the employee to obtain the excellent results.Under the background of the coming of knowledge-based economy ages and the dog-eat-dog market, people more and more know that the human resource is " the first resources" of a business enterprise, is the core competition ability of a business enterprise to obtain the advantage in competition. How to increase the business enterprise inside the human resource' s character, valid performance management is a key. Therefore we can say, what can real urge the organization on performance increasing is performance management, which can change the behavior of the organization member, and also is to say, performance management can form the organization culture and work atmosphere to benefit to increase the positivity of the employee, encourage innovation, proceed team cooperation.For the business enterprise in our country, there are a lot of problems at putting performance management into practice, particularly for small and medium-sized enterprises(SMEs) the problem is more outstanding. According to our analysis, performance management is a perfect management system in general, and has scientific method and technique to be provided to follow with, and performance management is unique to the continuous progress of the organization performance. For SMEs, the problem is not if to put in practice performance management, but is how to put in practice valid performance management system. A complete performance management system should include five interdependent processes, the performance plan, the performance practice, the performance appraisal, the performance feedback and interview and the application of the appraisal result, with open, continuous communication of the whole process, and applying the performance appraisal results in assigning the employee' s salary, training, work change, job promotion etc.. In order to insure the continuous progress and improvement of performance management, we must look performance management as a systems engineering and establish the systemic, close performance management system based on the fact of the business enterprise.