无论所涉及的复杂的变量，首先，绩效测量作为绩效管理的一个重要元素经常被发现很难量化和无法实现的，特别是在以知识为基础的产业。例如，软件服务涉及理解和翻译商业知识到软件服务中，需要协作分析、实验、创新和适应性（莫兰，2010）。然而，这些因素与产品制造企业的销售目标和产品数量相比难以计量。不过，三的性能测量系统被提出，如平衡计分卡、营销仪表板和Tableau de Bord。尽管它们都是全面的度量，但仅仅显示出好处。正如基督教，马丁和简（2012），绩效评估系统的效益发生应用高效营销策略，营销的复杂性和市场的活力，可以积极联系两介导的营销定位和市场知识与市场绩效管理与组织绩效。这些营销理论对组织绩效管理实践提供了重要的启示，也引出了另一个相关的议题：信号理论。
澳洲管理学assignment代写:团队和组织绩效管理
Recent year has witnessed increasingly difficulty and quick changing global marketing challenges. Companies, multinational and national, therefore have to seek strategies and methods for business operation and human resource management. Since human resource has been perceived as first and foremost important, corporate leaders are addressed in creating high-performance organization, and researches about approaches and methods for effective performance management as well as performance management enhancement have emerged nowadays. Before further exploring, several basic theories are introduced, while performance measurements and the signaling theory which help to improve effectiveness of performance management system are given further discussion. Subsequently, by comparing the most frequently stated methods and approaches from literature, their characteristics and functions in performance management and enhancement are discussed in this essay. The next important topic of this essay is to suggest some prevailing performance standards and explain their interaction with performance management. As regards to some common concerns of the performance problems, strategies are suggested for effectively resolving these problems. Furthermore, for a better understand of this essay’s topics, a hypothetical organization is introduced, and some of the mentioned concepts and approaches are implemented in this organization.
As indicated by Anupriya (2013) that, performance management is a process for performance facilitating, measuring and improving at multiple levels of individual, team and organization.
Regardless of the complex variables involved, firstly, the measuring of performance as a critical element in performance management has often been found hardly quantitative and unrealizable, particularly in knowledge-based industries. The software services, for example, relate to understanding and translating business knowledge into software services, requiring collaborative effort in analysis, experimentation, innovation and adaptability (Moran, 2010). These factors however, are difficult to be measured comparing to sales targets and products volume in products manufacturing enterprises. Still, three performance measurement systems have been proposed, as the balanced scorecard, marketing dashboards and the Tableau de Bord. Despite they are all comprehensiveness measurements, yet merely show the benefits. As stated by Christian, Martin and Jan (2012), the benefits of the performance measurement system happen by applying high effective marking strategy, marketing complexity and market dynamism which may positively associate with two mediates as marketing alignment and market knowledge between market performance management and organization performance. These theories in marketing provide important implications for practices of performance management in organizations, and it also draw forth another related topic as signaling theory.
