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-預(yù)覽頁(yè)
【正文】 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 create profits and performance? Is under the scientific management of staff. It is sufficient to illustrate the performance evaluation in enterprises and institutions the role of human resource management, encourage employees to improve technology and expand the business to achieve greater profits. Assessment of performance appraisal is more than just a, therefore, is to improve work efficiency, in order to the mon interests of enterprises. Turn every employee into self performance appraisal to the atmosphere. 二、績(jī)效考核存在的問(wèn)題 Second, the problems existing in the performance appraisal 就目前各個(gè)企事業(yè)單位的發(fā)展來(lái)說(shuō)，人力資源管理中績(jī)效考核管理還存在著諸多問(wèn)題，這些問(wèn)題表現(xiàn)相對(duì)集中，也比較繁瑣，為單位的發(fā)展產(chǎn)生的阻礙作用，所以我們要認(rèn)真分析這些問(wèn)題，進(jìn)而采取有效的手段，克服這些問(wèn)題，讓人力資源管理走上良性發(fā)展的道路。 Many enterprises and institutions of the evaluation is the appraisal of people, just in the process of assessment and evaluation of the performance of this person, such as the work is earnest, treats people the enthusiasm, etc. Also exist in human feelings of examination, etc, of course, some very unfair appraisal way, now the business is not live on the inspection person, its appraisal is a person39。很多的企事業(yè)單位對(duì)人員的考核靠的就是業(yè)績(jī)。但很多企業(yè)只是把考核走形式，在考核之初相當(dāng)?shù)恼J(rèn)真，給員工一種假象，讓員工覺(jué)得自己升遷的希望很大。 Many units staff hope that performance appraisal can be hook and their promotion, in order to motivate their work motivation. But many enterprises is to assess formal, at the beginning of the evaluation is quite serious, give employees an illusion, let employees feel hope of promotion is very large. Only then can the inspection again, the result is originally have potential employees go one by one. Cause a loss of core staff. Enterprise petitiveness drops greatly. 4. The appraisal result can not get real feedback 考核結(jié)果不反饋大概有 2 種結(jié)果，一是考核的記過(guò)吃吃沒(méi)有反饋給被考核者，使考核者認(rèn)為考核時(shí)一種人為地暗箱操作。沒(méi)有能力把考核的信息通過(guò)比較完整的敘述傳達(dá)給被考核者。把員工工作能力和與勞動(dòng)成果結(jié)合起來(lái)，建立客觀明確的績(jī)效考核標(biāo)準(zhǔn)。 Performance appraisal, should make objective evaluation criteria, is that every employee can clear the inspection standard. Combine employees the ability to work and work, establish the performance appraisal standards of objective clear. According to the work and of the different nature of work and set up such as respectively, post salary, etc. The employee39。更應(yīng)該和員工的薪資待遇掛鉤，才能更好的激發(fā)其工作熱情和 創(chuàng)造的積極性?？?jī)效考核也就會(huì)真正融臺(tái)進(jìn)企業(yè)管理而不是單
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