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(文件)
【正文】 he important role of performance appraisal in enterprises and institutions, are all clear to do performance appraisal in human resource management is a relatively difficult work. Performance appraisal involves aspects is more, the management level requirement is high also, but also make every unit has its own different performance appraisal is more plicated, so it is only by itself has a clear understanding of various enterprises and units, can according to own actual situation, to develop a performance appraisal system that accords with oneself, for enterprises to create a more positive internal environment, so as to conform to the trend of The Times, in the process of development towards a more wide and wide roads. 。 Performance appraisal is not just appraisal. More should and staff salaries, can better stimulate their working enthusiasm and the enthusiasm of creation. Establish inspection and pensation, can directly reflect the value of employees. Performance appraisal is that much more fair and objective. So that enterprise management, would be the new mode, the enterprise as his employees themselves, performance appraisal of the real role goes. Performance appraisal can be really melt into the enterprise management rather than individually. 四、綜上所述，我們都已經(jīng)知道績(jī)效考核在企事業(yè)單位發(fā)展中的重要作用，也都清晰人力資源管理中要做好績(jī)效考核是一件相對(duì)困難的工作。建立考核和薪酬掛鉤，能直 接體現(xiàn)出員工的價(jià)值。s quality and performance of these two concepts to form a reasonable allocated proportion. Under the condition of the quality to be especially prominent performance. ，考核與薪酬并重 2. Timely information feedback appraisal, appraisal and pensation 績(jī)效考核的信息要及時(shí)的犯規(guī)給被考核者，是其早工作中能更好的去認(rèn)識(shí)其自身的不足，哪些方面需要改進(jìn)，哪些方面是有點(diǎn)可以繼續(xù)的發(fā)揚(yáng)等。依據(jù)工作崗位和工作性質(zhì)的不同而分別設(shè)立如，崗位工資等。 Assessment results are not feedback about two kinds of results, one is the inspection result to eat no feedback to be assessed, the assessed to think an artificially blackbox operation. Be assessed also don39。被考核者也就無(wú)從知道自己的考核是否通過(guò)，自身有哪些缺點(diǎn)需要改進(jìn)，哪些地方時(shí)滿意的。可考核只有就再無(wú)音信，結(jié)果就是本來(lái)很有潛力的員工一個(gè)個(gè)走掉。如果一個(gè)剛加入的職員就給安排了一個(gè)前所未有的目標(biāo)并且要求按時(shí)完成，那么這樣的考核從一開(kāi)始就是錯(cuò)誤的。s prehensive quality, enterprises don39。這些問(wèn)題主要表現(xiàn)在以下幾個(gè)方面： At present, the development of the various enterprises and institutions, performance appraisal management in human resources management still exist many problems, these problems relatively concentrated, is more plicated, the effects of the obstacles of the development for the unit, so we have to careful analysis of these problems, and take effective means to overe these problems, make human resource management on the road of healthy development. These problems mainly displays in t
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