Research On Enterprise Employee Performance Management With A Humanistic Perspective

Traditional performance management concentrates more on a company’s demand torealize its business goal and to make personnel decisions, with a view to how to design a seriesof indicators for performance check and corresponding check procedure, according to whentarget tasks are assigned in the form of executive orders to each department and employee of thecompany, marks will be given based on the employees’ performance and their errors picked out,determining the adjustment of employees’ payments and their positions. Such a type ofperformance management, to a large extent, shows a control-oriented mode featuringmandatory nature and lacking humanization. Consequently, the employees, more often than not,are imposed with pressures from the management level and merely subject to their superiors ina passive manner, whereas the managers care little about the employees’ demand anddifficulties in work which may require relevant support from the former. Therefore, thetraditional mode of performance management is a un-directional mode without employees’participation; instead, the employees are just passive receptor of orders rather than devotedactors, causing their resistance against and people’s doubt about such a management mode andleading to the mode’s non-efficiency. This paper, with a humanistic perspective, explores howto integrate humanistic philosophy into the whole process performance management andimprove the employees’ performance through caring about their human demands, thus to taptheir potential and enable the performance management to be a driving force for company’sstrategies implementation and its business goal attainment, as well as promote the self-development of the employees.This paper, taking the employee performance management of AA Company for exampleand basing on the analysis of lack of humanization in traditional performance management andthe related causes, comes up with the basic principles of humanistic performance management.Afterworlds, it carries out the analysis about the elements and features of humanisticperformance management and accordingly develops a basic mode for it: communication is themain core that should be adhered to through out the whole management process, fromperformance planning (considering employees participation), managing performance (guided bymanagers), performance appraisal (showing humanistic care) to performance feedback and theapplication of results (accordingly planning for performance improvement, training anddevelopment). In order to implement the humanistic performance management in a smoothmanner, this paper presents proposals of creating favorable environment and conditions forhumanistic performance management implementation. Besides, in its creation of the new mode,the paper further makes up for the deficiency of the traditional mode and emphasizes the coreeffect of “continuously effective bi-directional communication between managers andemployees” in performance management implementation, advocating a closer relationship andmore effective communication between the two levels, as well as a flat management structure,which are conducive to the improvement of organizational decision making and operatingefficiency.