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-資料下載頁
2025-05-11 22:03本頁面
【導讀】管理就需要建立良好的績效管理制度，通過績效考核來促進企業(yè)內部人力資源的良性發(fā)展，從而最大限度上為企業(yè)的反正提供動力。人力資源管理是一項系統(tǒng)性的，實踐性很強的工作?？冃Э己擞质侨肆Y源管理中重。的工作態(tài)度和行為以及工作的結果，進行制定，評判，反饋和調整。在整個考核的過程中要。創(chuàng)造力，那么也就有效的增強了企業(yè)在市場競爭中的核心競爭力，從而讓企業(yè)不斷壯大發(fā)展。企事業(yè)單位在人力資源的選聘以及工作勞動所得分配上需要一套公平合理的考核標準，業(yè)的發(fā)展具有非常實際的作用，每個人的目標完成情況直接關系著企事業(yè)單位的發(fā)展狀況，一種肯定，更能體現(xiàn)出多勞多得，按勞分配的市場原則。
【正文】 ry, etc. The employee39。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 績效考核的信息要及時的犯規(guī)給被考核者，是其早工作中能更好的去認識其自身的不足，哪些方面需要改進，哪些方面是有點可以繼續(xù)的發(fā)揚等。及時反饋考核信息的也是對企業(yè)自身管理的一個很好的檢驗，考核反饋給主管，主管就直接和被考核者面談，就能發(fā)掘其自身潛力，拓展更好的工作空間提供了機會。 Performance appraisal to foul to be assessed in time, is his early work can better get to know its own is not enough, what areas need improvement, which is a bit can continue to carry forward, etc. Timely feedback the inspection information is also a good test for the enterprise own management, assessment and feedback to the director, supervisor and be assessed directly interview, will be able to explore their own potential, expand workspace provides a better chance. 績效考核不單純是考核。更應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。建立考核和薪酬掛鉤，能直 接體現(xiàn)出員工的價值?？冃Э己艘簿透拥墓娇陀^。這樣企業(yè)的管理就會進入全新的模式，員工自身把企業(yè)當做自己的企業(yè)，績效考核的真正作用也就隨之體現(xiàn)?？冃Э己艘簿蜁嬲谂_進企業(yè)管理而不是單獨存在。 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效考核是一件相對困難的工作?？冃Э己松婕暗姆矫姹容^多，管理水平要求也比較高，而且每個單位自身的不同也讓績效考核更為復雜，所以只有通過對各個企業(yè)和單位自身有清晰的 認識，才能根據(jù)自身的實際情況，制定出符合自己的績效考核體系，為企業(yè)營造出更為積極向上的內部環(huán)境，從而在發(fā)展過程中順應時代潮流，朝著更寬更廣的道路邁進。 Four, above all, we all already know development the 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.
畢業(yè)設計相關推薦
鄂ICP備17016276號-1