对于大多数组织来说，人是最大的资产，也是最难管理和控制的。无论它是否被认可，整个组织将有一个总体目标，它是管理的角色，以确保组织内的所有个人都朝着最终目标努力。
确保性能的一致性是至关重要的，是管理团队经常忽视的事情。对于一个热衷于绩效管理并有适当实践的公司来说，雇主和雇员都有相当大的利益。
Introduction 简介
For most organisations, people are the greatest asset yet also the hardest to manage and control. Whether it is recognised or not, the organisation in its entirety will have an overall aim and it is the role of management to ensure that all individuals within the organisation are working towards this ultimate goal.
Ensuring consistency of performance is critical and something that is often overlooked by the management team. There are considerable benefits to be obtained, for both the employers and employees, of a company that is keen on performance management and has suitable practices in place.
What is Performance Management and Development?
Performance management and development has a wide scope in terms of areas that it covers within an organisation, but commonly refers to the development, training and appraisal of employees (Wilson, 2005)[1]. Every organisation has a different approach to the way in which performance is managed. Many of these changes are due to the way in which the organisation is run and the personality types that are involved. Whilst some performance management approaches are just about getting the most out of their employees, on a day to day basis, others take a longer term view and include issues such as career development and internal progression. It should be noted that the way a performance management plan is undertaken includes both subjective and objective measures which together deal with achieving the overall organisational goals (Burkholder, 2007)[2].
Appraisals are often regarded as negative in the way that they deal with employee performance, whereas performance management offers a much more positive approach. For most employees, appraisals are seen as an opportunity to pick up on poor performance and to deal with it. Performance management, on the other hand, should involve a more positive way of looking at how each individual can contribute to the overall organisation. It is not simply about berating bad performance, but rather about achieving the best possible results in the long term. Employees are not normally acutely aware of the performance management process and only see the one distinct area of the whole process, namely that of goal setting and of monitoring their behaviour. In reality, the issue of performance management is much wider and should be about ensuring maximum efficiency across all levels of the company (Adair, 1999)[3].
Performance Management and Development for the Company
Regardless of how importantly the management team rates performance management, the reality is that it is central to the corporate strategy undertaken by the company. People are incredibly important to the way in which an organisation performs and failure to recognise this could be devastating to the efficiency of the company as a whole. Companies that rely heavily on professional services such as accountants and lawyers are particularly reliant on a solid and efficient performance management system.
Despite the recognition that performance management and development is a wide concept, the reality is that most employees only see one very narrow element of the whole process. Staff appraisals occur in the majority of companies, regardless of size. Appraisals relating to performance (e.g. sales targets) or to training progress generally look, historically, at what has happened in the past. Furthermore, they are often linked to the way that pay reviews are undertaken or bonuses are paid out. It is often worth noting that, despite the popularity of the appraisal process, it is rare that these are linked into the entire corporate strategy (Miller, 2006)[4].
For larger corporations, appraisals are more commonly linked to career progression with certain performance being directly linked to the way in which individuals climb up the career ladder. In these cases
