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From the dynamic point of view, organizational performance is a multidimensional concept, the concept of the extension will be as the change of time and space and produce a different derivative effect, effect, and efficiency, and utility is organization must focus on the three levels of performance. Government performance evaluation is the critical link of government performance management, which provides the scope and object of performance evaluation, and makes decisions and improvements on the basis of performance evaluation (Nielsen, P2014). High performance organization is the result of enterprise internal attaches great importance to, only define the organization's strategic objectives and organizational internalization, problems such as the organization's each work can be developed orderly, to ensure that every link of enterprise performance management activities is always in a deviation within the valid range, thus improving the ultimate goal of government administrative efficiency and administrative efficiency (Han, Huang & Macbeth, 2018).
1.3 The performance management and employee engagement
There is a high correlation between employee engagement and enterprise performance, and there is a significant positive correlation between employee engagement and shareholder return. The higher employee engagement, shows that the higher the recognition to the company, to be able to agree with the company for the realization of the vision and strategic objectives set by the organization structure, business process, management mode and way of working, 'and is willing to actively, fully realize the maximization of the value in the organization to promote organization performance improvement (Bryon, 2017).
Based on enterprise performance management abroad the induction, consolidation, and summary of the study, we found that the foreign research has the characteristics of the following two aspects: on the one hand, enterprises and government performance management is still is given priority to with normative analysis, by using the research methods and research results of the practical application value and the reality of a business or government performance management, a direct result of performance management of quantitative research progress is slow, the application of research results and operability is low (Burney, Radtke & Widener, 2017). On the other hand, there is a lack of relevant literature on the influence of psychological factors on enterprise performance management (HALL,2017). Enterprise performance management research should not be limited to the performance management process and link and internal organization, but also the enterprise or the government human resource management system, the researchers should also be considered at the same time the psychological impact on enterprise performance management research and value preference (Bourne,et al., 2018).
Human resource management thought has been widely spread and application in our country, since the 21st century, in the continuous development of human resource management practice, pushed by the prevailing in the west of enterprise performance management movement began emerging in our country (MEGHA, 2016). With the constant evolution of China's performance management practice, both enterprises, governments and other organizations have adopted performance management methods to improve their performance and promote their innovative development. Performance management since the 1970 s after years of progress and perfection has gradually become the critical, indispensable link of human resource management system and content, and in the process of performance management theory and practice of development mainly formed three representative views: first, performance management is a management system of organization performance(PATRICK & ROLLINS, 2015). The core content of this view is the organization performance, emphasizing the organization structure, organization, process and organizational environment influence on organizational performance, although individual performance will also have an impact on organizational performance, it's not a significant consideration in the organization; Second, performance management is a system for managing individual performance. This viewpoint is based on the consistency of the contract between the organization and the individual, emphasizing that the realization of individual performance is the basis and guarantee of the understanding of organizational performance, and paying attention to the direct participation and investment of employees (Onesti, Angiola & Bianchi, 2016). Third, performance management is the management organization and individual performance of the system, the view is recognized and accepted by most domestic scholars point of view, the view from the Angle of the dialectical relationship between organizational performance and individual performance (Kroll, & Moynihan, 2015).
Performance appraisal is an integral part of performance management, which is a critical link in the process of performance management, performance management and performance evaluation of contact mainly reflected in three aspects: first, performance management is the basis of the performance appraisal and the safeguard (Kataria, Rastogi & Garg, 2013). Performance management includes mostly performance plan, essential performance indicators selection and classification, the performance of the implementation of process control and supervision, application of performance assessment results and feedback, performance appraisal is based on the performance of the plan and key performance index system on the basis of through specific evaluation methods of enterprise and employee's work performance and contribution to measure the process of sorting. Without other aspects of performance management as a guarantee, performance appraisal is just like a castle in the air, which cannot be implemented and played its due role (Hvidman & Andersen, 2016). Therefore, performance management is the basis and basis of performance appraisal and an essential guarantee for the smooth implementation of performance appraisal. Secondly, performance appraisal is the critical link of performance management. Compared with performance appraisal, performance management is the relationship between whole and part. Performance management is a complete management system, and performance appraisal is an essential and vital system and link in this system. The performance plan is the foundation of performance management; performance plan is scientific directly determines the effectiveness and accuracy of performance appraisal, in the process of performance plan to encourage all levels of managers and employees to participate, responsibilities, job objective and the task of time and progress to reach a consensus. Selection and performance index system of performance appraisal is the primary basis, the selection of performance indicators can adopt methods such as weighted method and sorting method of each index to carry on the critical degree of sorting, and with the responsibility of each department (Langford, 2010). And performance appraisal as employees work objectives and work performance of test method is a vital link in the process of performance management, through the improvement of the performance evaluation can be for enterprise employee performance and provides essential reference basis and standards, continuously improve the performance management level of enterprise management, so as to realize the overall efficiency of enterprises (Pryshlakivsky & Searcy, 2017). Performance appraisal is not the end of the performance management, performance communication, and the application of performance results and feedback is an essential link of performance management in the process, according to the effect of performance appraisal, enterprise managers according to the assessment results to separate examination rank low staff communication and interviews, through interviews communication helps employees find the problems existing in work, and improve the assessment of the next cycle (Chen, 2015). Finally, the objectives of performance management and performance appraisal are consistent. Performance appraisal is not the ultimate goal of performance management, performance appraisal is just check staff work efficiency and work performance, is the means to help employees to achieve more performance, performance management, and performance appraisal goal is consistent, just fill out a form in the form of type assessment and rewards and punishment for the purpose of the inspection is not desirable (Brown, 2017).
1.4 the performance management of the Chinese government
With the continuous development of China's economy and the advance of Chinese enterprises, China's enterprise performance management theory and the practice of research has made significant progress, but because the enterprise performance management research of China starts relatively late, foundation is weak, there are some shortcomings in the field of study and practice and problems: first, enterprise performance management of the lack of systematic analysis. From the usual point of view, the performance management of the enterprise at present in China study only focused on performance management itself, and for the enterprise performance management related environment, extension field of shortage (Thompson, 2014). In addition, due to the early stage of the performance management in the running cost is larger, the application of enterprise performance management in the domestic general not very extensive, this led directly to the available for study and use for reference the experience of the case of very few, therefore, the research progress of China's enterprise performance management theory and practice has been slow. Secondly, the research on enterprise performance management is not scientific (Jayawardana, O'Donnell & Jayakody, 2013). First of all, according to the analysis of the existing research literature most of China's research has focused on qualitative research and normative analysis, quantitative and empirical study is less, and targeted for the investigation of enterprise performance management system to build more, and on the basis of the data collection of the performance evaluation analysis research compare deficient (Conkright, 2015). Second, as China's enterprise performance management related training, rarely tube enterprise management personnel performance management the lack of awareness, coupled with the current performance management and evaluation methods of pluralism and diversity, natural to cause the enterprise management personnel performance management traps, thus to affect the Chinese enterprise performance management is scientific research (Patrick & Rollins, 2015). Finally, the study of Chinese government performance management is characterized by decentralization and disorder. China both for enterprise performance management and government performance management research is limited to within the organization, and for enterprises and between enterprises, between enterprise and government, between the government and government performance management theory, the comparative study of literature is scarce, the systemic research on Chinese government performance management and the lack of relevance, lack of empirical and quantitative research methods, on the specific countermeasures of government performance management, often become a mere formality, not operable and practical (Brewer & Kellough, 2016).