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(參考版)
2025-05-16 22:03本頁面
【正文】 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. 。 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。這樣企業(yè)的管理就會進(jìn)入全新的模式，員工自身把企業(yè)當(dāng)做自己的企業(yè)，績效考核的真正作用也就隨之體現(xiàn)。建立考核和薪酬掛鉤，能直 接體現(xiàn)出員工的價值。 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。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(rèn)識其自身的不足，哪些方面需要改進(jìn)，哪些方面是有點可以繼續(xù)的發(fā)揚等。在素質(zhì)達(dá)到的情況下要特別的突出業(yè)績。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。 1. The assessment should formulate objective criteria. 績效考核，應(yīng)該制定客觀的考核標(biāo)準(zhǔn)，是每個員工都能明確考核標(biāo)準(zhǔn)。 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 o
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