Hi Partner,
The major difference is that strategic HR planning is on a long term view while performance management would be mainly with a short term view of mainly just 1 or 2 years ahead.
Some companies relate succession planning to strategic HR planning where they build strong knowledge management systems so that future talent and leaders are built based on the characteristics of the existing talent that they have. Leadership management programs for newly promoted managers are an example here.
For performance management, this can serve as a base for strategic HR planning or succession planning, but it would be mainly to identify the types of resources required for a performance objective and then to train or manage them accordingly to achieve this goal. Setting goals and objectives, conducting performance appraisals, performance improvement plans etc can be examples here.