計劃是績效管理的重要組成部分。設定具有挑戰性的目標會激勵員工提高績效，

Planning is an important part of performance management. Setting challenging goals will motivate employees to improve performance, rather than having no goals at all. These goals are not only set for individual employees, they will work better if you have departmental goals and align them with your organizational goals. A performance management system that does not allow you to set goals or plans will not help increase the productivity of the organization. <br><br>These goals are usually set by managers and their direct reports. Discussing and setting goals together can help managers and their employees better understand their current performance and future performance capabilities.

It is an 績 component of effective management. Setting provocative goals can stimulate the 勵 of 績, not not at all. These goals are not set for work, and if you have a ministry and keep them consistent with your goals, they will work better. Not allowing you to set goals or set 績 system will not help to improve your productivity.<br><br>These objectives are usually determined by the management and its direct reporting. Together討 and targeting can help managers and their workers better understand their current 績 and 績 ability.

Planning is an important part of performance management. Setting challenging goals motivates employees to improve performance, rather than having no goals at all. These goals are not just for individual employees, they work better if you have departmental goals and align them with your organizational goals. A performance management system that does not allow you to set goals or plans will not help improve the productivity of your organization.<br>These goals are usually set by managers and their direct reports. Discussing and setting goals together can help managers and their employees better understand their current performance and future performance capabilities.<br>