随着全球疫情的爆发，经济整体陷入衰退状态，经济发展全面萎缩，各个行业、各个 公司都开始减员提效，旨在节约人工成本。人力资源无疑是当今企业最重要的无形资产之一，而人才的重要性、人力资源在企业中的地位，也被越来越多的企业管理者所重视。许多中小企业为了提升自身的市场竞争力，逐步建立或者优化绩效管理体系，意图通过管理改革提高员工的工作水平。

      本文以 Z 公司为研究对象，结合相关的绩效管理理论，以问卷调查和访谈的方式针对 公司绩效管理出现的问题进行诊断，主要表现为目标设定不合理、辅导不到位、考核没有 体现差异化、反馈渠道匮乏、考核结果缺乏应用性。产生这些问题的根源，主要是由于绩 效目标单方面输出、缺乏专业人才辅导、评估流于形式、忽视员工意见并且缺乏相应的激 励机制所造成。绩效管理的实施是过程性的，Z 公司在执行绩效管理时每个环节都有各种各样的问题，所以依据绩效管理的流程进行诊断，设计绩效管理体系的改进方案，建立与之匹配的保障措施，这样能够确保绩效管理体系能够有效地、良好地运转起来。

       科学、合理的绩效管理体系能够有效促进员工工作效率，从而提高组织效率。企业人员的工作能力得到加强，也就促使企业的市场竞争力得到提升。

        With the outbreak of the global epidemic, the economy as a whole has fallen into recession, and economic development has shrunk across the board. All industries and companies have begun to reduce staff and improve efficiency, aiming to save labor costs. Human resources are undoubtedly one of the most important intangible assets of today’s enterprises, and the importance of talent and the position of human resources in enterprises are also being valued by more and more enterprise managers. In order to enhance their market competitiveness, many small and medium-sized enterprises have gradually established or optimized performance management systems, with the intention of improving the work level of employees through management reform.

      This article takes Z Company as the research object, combines relevant performance management theories, and uses  questionnaires and interviews to diagnose problems in the company's performance management. The main manifestations are unreasonable goal setting, inadequate coaching, lack of differentiation in assessment, lack of feedback channels, and lack of applicability of assessment results. The root causes of these problems are mainly due to the unilateral output of performance goals, the lack of professional guidance, the formality of evaluation, the neglect of employee opinions, and the lack of corresponding incentive mechanisms. The implementation of performance management is process oriented, and Z Company has various problems in every aspect of performance management. Therefore, diagnosis is made based on the process of performance management, improvement plans are designed for the performance management system, and supporting measures are established to ensure that the performance management system can operate effectively and well.

       A scientific and reasonable performance management system can effectively promote employee work efficiency, thereby improving organizational efficiency. The strengthening of the working ability of enterprise personnel will also promote the market competitiveness of the enterprise.