The major difference is that strategic HR planning is focused on a long-term view, while performance management primarily has a short-term perspective, typically just 1 or 2 years ahead. Some companies relate succession planning to strategic HR planning, where they build strong knowledge management systems to develop future talent and leaders based on the characteristics of their existing talent. Leadership management programs for newly promoted managers are an example here.
For performance management, this can serve as a foundation for strategic HR planning or succession planning. It mainly involves identifying the types of resources required for a performance objective and then training or managing them accordingly to achieve this goal. Setting goals and objectives, conducting performance appraisals, and implementing performance improvement plans are examples here.