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-文庫吧資料
2025-05-21 22:03本頁面
【正文】 peration. Be assessed also don39。 二一個是考核者本身的職業(yè)素質(zhì)或技能太低。被考核者也就無從知道自己的考核是否通過，自身有哪些缺點需要改進，哪些地方時滿意的。企業(yè)競爭力大大下降。可考核只有就再無音信，結(jié)果就是本來很有潛力的員工一個個走掉。 This is now a myth of performance appraisal. Many enterprises and institutions of the appraisal of staff depends on performance. If a newly joined staff will give arranged an unprecedented finish the goal and requirements, then the assessment is wrong from the beginning. Because assessed simply regarded the assessment as a task, rather than the objective analysis of the prehensive assessment of the operability, no objective consideration be assessed itself and the surrounding circumstances. 3. The formal performance appraisal 很多單位的員工都希望績效考核能和自己的升遷掛鉤，以此來激勵自己的工作積極性。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。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)。s prehensive quality, enterprises don39。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。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。把每一個員工都納入自我績效考核的氣氛中來。這就足以說明了績效考核在企事業(yè)單位人力資源管 理中的作用：鼓勵員工提高技術(shù)、擴展業(yè)務(wù)來實現(xiàn)更大的利潤。企業(yè)的生存靠什么？無非是靠自身的技術(shù)或者業(yè)務(wù)水平。通過這個手段，既減少了一次性的投入過大和存在的不科學(xué)部公平現(xiàn)象。 Enterprises and institutions work in hiring human resources and labor ine distribution need a fair and reasonable assessment standards, performance appraisal is demanded by the development gradually perfect, in the human resources management each employee performance appraisal standard according to clear the situation of the development planning of the staff work tasks, work ability, work attitude, as the basic content of assessment, the unit of the goal of development and the need for the inspection standards, through the target deposition, effectively implement to everyone in the work, let everybody can understand their work goals in development, and in accordance with the overall goal of the time required to plet
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