Reasurch On Performance Management Model Based On Effective Communication

Performance management has been the focus and difficulty of human resourcem anagem ent in China, but the current situation is not optimistic, at present in our coun try,the actual wo rk of performance management, performance communication is on ne of the weakest and most p eople ignored, some companies to do the simple comm unication with staff only in the goal set ting and, some the enterprise only communic ate performance evaluation results to employees a fter the performance appraisal, it is not difficult to found the following problems:the managers do not attach importan ce to the communication, or the managers only attach importance to th e results of co mmunication but do not attach the importance the to communication process, Th ere is inconsistency between the communication will of the staff and managers’improper communication, the performance communication lack of normal operation. In view of many problems of the performance of communication, many scholars have do mu ch theory research from the different point of view, and have achieved some results, such as some scholars have analyzed the importance of communication in all aspects of commun ication management, the cont ent of communication,the time of communi cation and commmu nication skills.But few concre te mode of operation of the propo sed.under such a background,this paper attempts to based on theoretical analysis and case analysis to determine the main content of communication, Accord ing to the res ults,the performance management mode based on the effective communication is wo rked out.The research methods of this paper are mainly literature research,real studies and expert opinion consultation.Firstly, the paper reviews and analyzes the content and features of the pe rformance management and communication and communicati communication in the performance managem ent by using the literature review. On this basis,To conduct the analysis of the status que of performance management in d omestic of China,identity the existing problems, analysis reaso ns,and proposed a more advanced and operational 3+1 performance management model. And verify th at the Performance Management Model using empirical methods.