淺談人力資源管理中的績效考核管理中英文翻譯-人力資源(編輯修改稿)
2025-06-25 22:03 本頁面
【文章內(nèi)容簡介】 e 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、績效考核存在的問題 Second, the problems existing in the performance appraisal 就目前各個企事業(yè)單位的發(fā)展來說，人力資源管理中績效考核管理還存在著諸多問題，這些問題表現(xiàn)相對集中，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)真分析這些問題，進而采取有效的手段，克服這些問題，讓人力資源管理走上良性發(fā)展的道路。這些問題主要表現(xiàn)在以下幾個方面： 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 the following aspects: 1. Performance appraisal of oneness 很多企事業(yè)單位的考核只是對人的考核，僅僅在考核過程中評價這個人的表現(xiàn)：如工作認(rèn)真、待人熱情等。當(dāng)然考核也存在人情考核等一些很不公平的考核方式，現(xiàn)在的企業(yè)不是靠考核人生存的，它考核的是一個人的綜合素質(zhì)，企業(yè)不需要沒有技術(shù)的好人，也不需要有技術(shù)的壞人。所以，人力資源的考核既是對人的考核也是對事的考核，如果只有態(tài)度沒有績效，那么考核就是一句空話，考核就是不科學(xué)的。 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。s prehensive quality, enterprises don39。t need no technology good, also do not need to have the technology of bad people. So, the evaluation of human resources is both to the person39。s assessment and the appraisal of things, if there is no performance only attitude, so the inspection is meaningless, assessment is not scientific. 2. Performance appraisal mainly the earnings or profits 這也是現(xiàn)在績效考核的一個誤區(qū)。很多的企事業(yè)單位對人員的考核靠的就是業(yè)績。如果一個剛加入的職員就給安排了一個前所未有的目標(biāo)并且要求按時完成，那么這樣的考核從一開始就是錯誤的。因為考核者只簡單的把考核看成了一個任務(wù)，而并沒有全面的客觀分析這 個考核的可操作性，沒有客觀的考慮被考核者的自身及周圍的客觀環(huán)境。 This is now a myth of performance appraisal. Many enterprises and institutions of the appraisal of staff depends on performance. If a newly joined st
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