绩效考核外文翻译参考文献.docx
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绩效考核外文翻译参考文献.docx
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绩效考核外文翻译参考文献
绩效考核外文翻译参考文献
(文档含中英文对照即英文原文和中文翻译)
原文:
Performancemanagement-howtoappraiseemployeeperformance
Abstract
Performanceappraisalisanimportantcontentofhumanresourcemanagementinmodernenterprises.AccordingtotheproblemsexistingatthepresentstageChineseenterpriseperformanceevaluation,putforwardtheimprovementmeasurestoimprovetheperformanceappraisal.Performancemanagementistheresponsibilitybetweenmanagersandemployeesandimprovethecommunicationperformanceoftheongoing.Thepartnersshouldunderstandwhytheybecomepartners,therebysupportingthework.Performanceevaluationisapartofperformancemanagement,donotconfusethetwo
Introduction
Challengesofperformancemanagement
Reasonstoavoidperformancemanagement:
Manager:
reportsandprogramhasnomeaning;notime;afraidofconflict;feedbackandobservation.(performancemanagement,preventproblemsininvestmentintime,ensurethemanagershavethetimetodothethingyoushoulddostaff:
badexperience;whatwasabouttohappennobottom;donotunderstandthesignificanceofperformancemanagement;don'tlikereceivedcriticism.Criteriontwo,performancemanagement,organizationalsuccess:
1Factors:
coordinationamongunitsmeans,towardsacommongoal;problem,findtheproblems,findproblemsorpreventproblems;obeythelaw,beprotectedbythelaw;makemajordecisions,awayofgettinginformation;improvethequalityofstaff,tomaketheorganizationmorecompetitive.,performancemanagementoforganization,mustbeusefultomanagers,theonlyreasonofperformancemanagementistohelpemployeestosuccess.tounderstandbetterhowtodesignandwhatmadehimact.,theperformancemanagementchallengeishowtofindpractical,meaningfulwaystofinishit,whichneedthoughtandwisdom.
Performancemanagementisasystem
Theperformanceplan--startingpointofperformancemanagement:
employeesandmanagerstoworktogether,asemployeesdowhat,dowhatdegreeofproblemidentification,understanding.Continuousperformancecommunication:
bothtrackingprogress,findtheobstaclesthataffectperformanceandprocesssothatthetwosidessuccessrequiredinformation.Communicationmethods:
(1)aroundwereobserved;
(2)employees;(3)allowemployeestoworkreview;
Performancediagnosis:
toidentifyindividuals,departmentsandorganizationalperformancebytherealreasonfortheproblemofcommunicationandproblemsolvingprocess.
Performancemanagementisasmallsysteminthelargesystem.Ifyouwanttogetthemaximumprofit,mustcompletetheperformancemanagementprocess,andnotapartof.
Performancemanagementandstrategicplanning,budget,staff,employeesalaryincentivesystem,improvethequalityofplansarerelated.Dotheperformancemanagementprocesstodothepreparationof1,therearetwokeypoints:
withthestafftocollectmeaningful,toestablishtheinformationneededtomeasurablegoals;todosomebasicwork,sothatinthewholeprocessofperformancemanagementandemployeecanfullycooperation.Inpart,accesstoinformationanddataofperformancemanagementeffectisitcanhelporganizations,unitsandemployeestowardsadirectionsome"target"informationeachemployee'sjobdescription;
(2)employeelastperformancereviewdataandrelateddocuments.
Theperformanceplanthreesteps:
preparation,meeting,finalizeplans.yourjob,youshoulddowhat,howtomeasureyoursuccess,setsthreatmosphereandseizethekey;toreviewtherelevantinformation,askmore,talkless;thejobdutiesandspecificgoal;determinethesuccesscriteria;discusswhatarethedifficultiesandneedwhathelp;discusstheimportancelevelandauthorizedtoaskproblem;4,note:
intheperformancemanagementprocess,shouldpayattentiontocommunicationwithstaffthoughtistheactionguide,tocarryouteffectiveperformancecommunication,wemustpayattentiontointhethought.Allaspectsoftheperformancecommunicationthroughouttheperformancecycle,playsanimportantroleinanyonelinkinthechain,leavingtheperformancecommunication,anyunilateraldecisionsmanagerswillaffecttheenthusiasmofthestaff,performancemanagement.Noperformancecommunicationthereisnoperformancemanagement.Inordertomaketheperformancemanagementontherighttrack,trulyplayitsrole,enterprisesmustputthesupervisorandemployeeperformancecommunicationasapriorityamongprioritiestoresearchanddevelopment,throughthesystemspecification,performancemanagementbecomecompetenthabit,thehabitofemployees,tosolvetheperformanceproblememployeesworkfordialogueandexchanges,theperformancemanagementintoeffect.
Threemethodsofperformanceevaluation:
Predicament1,individualperformanceevaluation--:
thebestoperaactorandamateurorchestraconcert.Theoperaactorsplaytheextreme,buttheeff
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