淺談人力資源管理中的績(jī)效考核管理中英文翻譯-人力資源-文庫(kù)吧
2025-04-16 22:03 本頁(yè)面
【正文】 there would be effective to enhance the core petitiveness of enterprises in market petition, so that the growing development of enterprise. 一、人力資源管理的深度和在企業(yè)中重要地位 A, the depth of the human resource management and the important position in the enterprise 企事業(yè)單位在人力資源的選聘以及工作勞動(dòng)所得分配上需要一套公平合理的考核標(biāo)準(zhǔn)，績(jī)效考核就是應(yīng)這一要求逐漸發(fā)展完善的，在人力資源管理中把每個(gè)員工的績(jī)效考核標(biāo)準(zhǔn)根據(jù)公司的發(fā)展?fàn)顩r進(jìn)行明確的規(guī)劃，把員工的工作任務(wù)，工作能力，工作態(tài)度作為考核的基本內(nèi)容，把單位的發(fā)展目標(biāo)和發(fā)展中的需要當(dāng)做考核的標(biāo)準(zhǔn)，通過(guò)對(duì)目標(biāo)進(jìn)行有效分解，落實(shí)到工作崗位中的每個(gè)人，讓每個(gè)人都能在發(fā)展中明白自己的工作目標(biāo)，并按照整體目標(biāo)實(shí)現(xiàn)所需的時(shí)間完成自己份內(nèi)的工作，這就是我們所說(shuō)的績(jī)效考核體系，績(jī)效考核管理對(duì)于企業(yè)的發(fā)展具有非常實(shí)際的作用，每個(gè) 人的目標(biāo)完成情況直接關(guān)系著企事業(yè)單位的發(fā)展?fàn)顩r，反過(guò)來(lái)單位根據(jù)每個(gè)人完成的工作狀況對(duì)每個(gè)人進(jìn)行合理的獎(jiǎng)酬分配，不僅對(duì)員工的付出是一種肯定，更能體現(xiàn)出多勞多得，按勞分配的市場(chǎng)原則。 Enterprises and institutions work in hiring human resources and labor ine distribution need a fair and reasonable assessment standards, performance appraisal is demanded by the development gradually perfect, in the human resources management each employee performance appraisal standard according to clear the situation of the development planning of the staff work tasks, work ability, work attitude, as the basic content of assessment, the unit of the goal of development and the need for the inspection standards, through the target deposition, effectively implement to everyone in the work, let everybody can understand their work goals in development, and in accordance with the overall goal of the time required to plete her work, this is what we call system of performance appraisal, performance appraisal management is very practical role in the development of the enterprise, the goal of everyone plete situation directly related to the development of enterprises and institutions, which in turn unit according to each person to plete work situation for everyone to carry on the reasonable distribution of reward, not only to the employees39。 pay is a kind of affirmation, can reflect more work more, the principle of distribution according to work in the market. 績(jī)效考核在現(xiàn)今企事業(yè)單位為了實(shí)現(xiàn)預(yù)定目標(biāo)的一個(gè)手段。通過(guò)這個(gè)手段，既減少了一次性的投入過(guò)大和存在的不科學(xué)部公平現(xiàn)象。也能更清晰地看到每一個(gè)考核的真實(shí)數(shù)據(jù)。企業(yè)的生存靠什么？無(wú)非是靠自身的技術(shù)或者業(yè)務(wù)水平。那么企事業(yè)單位的這些利潤(rùn)和業(yè)績(jī)誰(shuí)來(lái)創(chuàng)造呢？就是在科學(xué)管理下的職員。這就足以說(shuō)明了績(jī)效考核在企事業(yè)單位人力資源管 理中的作用：鼓勵(lì)員工提高技術(shù)、擴(kuò)展業(yè)務(wù)來(lái)實(shí)現(xiàn)更大的利潤(rùn)。因而，績(jī)效考核不僅僅只是一個(gè)考核，是為了提高工作效率，為了企業(yè)的共同利益。把每一個(gè)員工都納入自我績(jī)效考核的氣氛中來(lái)。 Performance evaluation in modern enterprises and institutions in order to achieve the intended target of a method. By this means, both to reduce the onetime investment is too large and the existing phenomenon of science fair. Can see more clearly every inspection of real data. Enterprise survival depends on what? Nothing more is to rely on their own technology or business level. So the enterprises and institutions of the who to creat
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