KPIs come from strategy; without KPIs for each business link, performance management cannot start. KPIs also come from department functions and positions, and must not be uniform across the enterprise.

1. Clear goals support strategic achievement.
2. Embodies customer value.
3. Aligns company and individual interests.

OKR focuses enterprise efforts on the most important matters, suitable for fast-growing companies.

1. Emphasizes goals and execution; set goals and results, then quantify outcomes.
2. Focuses on results, not linked to salary or promotion.
3. Emphasizes efficiency and cross-team cooperation.
4. Supports cross-company coordination and helps individuals understand their work.

BSC is a comprehensive appraisal model driving progress across multiple areas; requires a professional team to design KPIs.

1. Supports long-term strategic goals.
2. Helps improve enterprise efficiency.
3. Deepens understanding of ultimate goals among members.

360° appraisal evaluates from multiple angles for comprehensive feedback, suitable for well-resourced enterprises with clear HR division.

1. Multiple angles yield objective results.
2. Multi-source feedback improves professionalism.
3. Enhances cooperation and team awareness.
4. Mutual evaluation avoids one-sided views.

MBO is jointly set by managers and appraisees with measurable goals, requiring regular progress checks.

1. Final goal is achieving KPIs and results.
2. Values people's role throughout the process.
3. Requires employee participation in goal setting, execution, monitoring, review and evaluation.

The 9-box grid is an excellent talent review tool. Through forced distribution of performance and capability data, it classifies employees, assigns suitable management plans, and matches talent for organizational development.

1. Divides employees into 5 tiers for targeted management.
2. Simple and quick to classify.
3. Places talent in more suitable positions.