| In the background of the restructuring of the army's establishment, great changes have taken place in the structure of human resources of military hospital. Human resources management of the employed staff has become a more prominent issue, and we concern ourselves with this issue either because it is an important aspect of human resource management, or because it is the objective needs of ensuring healthy development of the employed staff's career. So it is vital to the harmonious and sustainable development of the military hospital and the management should pay close attention to this issue.Performance management is an important part of human resource management. The performance of the staff directly affects the overall efficiency and effectiveness of the organization. To fully inspire the enthusiasm and creativity of the employed staff to maximize their performance upgrade, the managers are required to be familiar with the theory and methods of the performance management.However, because of the complexity of performance management, the present researches in this area are mainly general investigation and correlative researches, lacking of deeply theoretical analysis and systematically empirical researches, and even more lacking of researches on performance management of the employed staff in military hospital.Proceeding from comprehensive research orientation, the methods such as questionnaire survey, interview method, exploring factor analysis method, several samples'comparison and experimental method were used in this paper and a systematical research was made on the theory and practice of performance management of the employed staff in military hospital. This paper includes 6 parts and is composed of 9 researches, which in turn are: Background research and analysis, performance management theory analysis, the status of Performance Management, Performance Management key, key features of application performance management, job satisfaction, job performance, relationship between job satisfaction and performance, Total performance management theory. Based on all the researches mentioned above, this paper has achieved some results as follows:1. The self-edited "key link performance management Scale", "Job Satisfaction Scale", "Performance Scale" had such good reliability and validity that they could work as survey measure tools.2. To enhance the military's performance management of hospital employed staffs has important practical significance because it is the requirement of the inside and outside environment of the military hospital, and functions as the cornerstone of sustainable development of the military hospital.3. There was not a unified definition for the performance management among all walks of life yet. Based on the theoretical analysis of the performance management, the connotation of the performance and the performance management of military hospital'employed staffs have been clarified, and the performance management concepts and methods have been introduced in the military hospital management.4. The current military hospital's performance management of the employed staff is no more than a form of performance management and a real performance management has not been established completely. There is a misunderstanding of the purpose and the role of performance management among the staff, and their satisfaction of the current performance management system still remains at a low level. Because of fundamental defects in each aspect of the performance management and obvious limitation in the process, the current military hospital's performance management system of the employed staff is not a perfect one.5. The key aspects of the performance management include target plan, conduct surveillance, examination and evaluation, interactive feedback and use of results. The five aspects could explain 59.026% of the variance.6. As to the applied features of performance management, there was significant difference in the cognition of "target" and "testing" between the employed staff in different hospitals while there was no significant difference in "conduct surveillance", "feedback interactive" and "the use of the results". Moreover, there was no significant difference in the understanding of the importance of five aspects among employees with different personal background (gender, graduation time, qualifications). As a whole, there was significant difference, in the five key areas, between the employees'perspectives and the hospitals'actual recognition, and between the different employee's perspective of some key aspects and the hospital actual operation.7. There are significant differences at the three dimensions of high job satisfaction, general job satisfaction and low job satisfaction. As to the overall satisfaction, the average score for each item is 3.3198, a general satisfaction level. At all levels of job satisfaction, internal satisfaction is significantly higher than general satisfaction and external satisfaction while there is no significant difference between external satisfaction and general satisfaction. Satisfactions of the male at all levels are significantly higher than those of the female. Satisfactions of the fresh graduates at all levels are significantly higher than those of the previous graduates. Satisfactions of the employed staff at all levels reduce decreasingly in correspondence with their received education level, from the technical secondary school, junior college to undergraduate education respectively. Moreover, there is the significant difference between each other.8. There are significant differences at the three dimensions of high work performance, general work performance and low work performance. As to the overall work performance, the average score for each item is 3.8802, a general or a high level. At all levels of work performance, contextual performance is significantly higher than task performance. The levels of task performance, contextual performance and overall performance of the male are significantly lower than those of the female. The levels of the fresh graduates at all aspects are significantly lower than those of the previous graduates. The level of the task performance of the undergraduates is significantly higher than that of the technical secondary school graduates. There is no significant difference at the level of contextual performance between the employees. The level of overall performance of the undergraduates is significantly higher than that of the technical secondary school graduates. Moreover, there is no significant difference between those junior college graduates and the others at all levels.9. Internal job satisfaction has no significant correlation with task performance, contextual performance and overall performance. There is a positive correlation between the external job satisfaction and all levels of performance. General satisfaction has a positive correlation with contextual performance and overall performance and no significant correlation with task satisfaction. And overall satisfaction has a positive correlation with contextual performance and overall performance. The external job satisfaction has significant return effects on task performance, contextual performance and overall performance.10. In this paper,"Total Performance Management"theory was put forward for the first time, its concept, core idea and management processes were clarified, and the implementation strategies applied in military hospital's employed staff was discussed.To sum up, this paper makes some creations as the follows: (1) it has put forward the theoretical concept of "Total Performance Management" for the first time and has made the first comprehensive, systematic exposition of what is a "Total Performance Management". To a certain extent, it is the development and innovation of performance management theory; (2) It has sorted out and analyzed the performance of management theory comprehensively, and introduced the theory into human resource management of military hospital's employed staff; (3) It has revealed the current situation and problems of military hospital employed staff's performance management; (4) It has determined the key aspects of military hospital employed staff's performance management, analyzed the character of its application and provided a reference for management practice. (5) According with psychological surveying standard, the self-edited "key link performance management Scale", "Job Satisfaction Scale", "Performance Scale" has provided the performance management of military hospital's employed staff with the measure tools. (6) Based on the theory of"Total Performance Management", the Performance Management Strategy applied in military hospital employed staff has been discussed; (7) The use of comprehensive research orientation and several methods provides the performance management of employed staff in military hospital with a new way.
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