績效考核外文翻譯參考文獻

____________________________________________________________________________________________績效考核外文翻譯參考文獻(文檔含中英文對照即英文原文和中文翻譯)原文:Performancemanagement-howtoappraiseemployeeperformanceAbstractPerformanceappraisalisanimportantcontentofhumanresourcemanagementinmodernenterprises.AccordingtotheproblemsexistingatthepresentstageChineseenterpriseperformanceevaluation,putforwardtheimprovementmeasurestoimprovetheperformanceappraisal.Performancemanagementistheresponsibilitybetweenmanagersandemployeesandimprovethecommunicationperformanceoftheongoing.Thepartnersshouldunderstandwhytheybecomepartners,therebysupportingthework.Performanceevaluationisapartofperformancemanagement,donotconfusethetwoIntroductionChallengesofperformancemanagementReasonstoavoidperformancemanagement:Manager:reportsandprogramhasnomeaning;notime;afraidofconflict;feedbackandobservation.(performancemanagement,preventproblemsininvestmentintime,ensurethemanagershavethetimetodothethingyoushoulddostaff:badexperience;whatwasabouttohappennobottom;donotunderstandthesignificanceofperformancemanagement;don'tlikereceivedcriticism.Criteriontwo,performancemanagement,organizationalsuccess:1Factors:coordinationamongunitsmeans,towardsacommongoal;problem,findtheproblems,findproblemsorpreventproblems;obeythelaw,beprotectedbythelaw;makemajordecisions,awayofgettinginformation;improvethequalityofstaff,tomaketheorganizationmorecompetitive.,performancemanagementoforganization,mustbeusefultomanagers,theonlyreasonofperformancemanagementistohelpemployeestosuccess.tounderstandbetterhowtodesignandwhatmadehimact.,theperformancemanagementchallengeishowtofindpractical,meaningfulwaystofinishit,whichneedthoughtandwisdom.PerformancemanagementisasystemTheperformanceplan--startingpointofperformancemanagement:employeesandmanagerstoworktogether,asemployeesdowhat,dowhatdegreeofproblemidentification,understanding.Continuousperformancecommunication:bothtrackingprogress,findtheobstaclesthataffectperformanceandprocesssothatthetwosidessuccessrequiredinformation.Communicationmethods:(1)aroundwereobserved;(2)employees;(3)allowemployeestoworkreview;Performancediagnosis:toidentifyindividuals,departmentsandorganizationalperformancebytherealreasonfortheproblemofcommunicationandproblemsolvingprocess.Performancemanagementisasmallsysteminthelargesystem.Ifyouwanttogetthemaximumprofit,mustcompletetheperformancemanagementprocess,andnotapartof.Performancemanagementandstrategicplanning,budget,staff,employeesalaryincentivesystem,improvethequalityofplansarerelated.Dotheperformancemanagementprocesstodothepreparationof1,therearetwokeypoints:withthestafftocollectmeaningful,toestablishtheinformationneededtomeasurablegoals;todosomebasicwork,sothatinthewholeprocessofperformancemanagementandemployeecanfullycooperation.Inpart,accesstoinformationanddataofperformancemanagementeffectisitcanhelporganizations,unitsandemployeestowardsadirectionsome"target"informationeachemployee'sjobdescription;(2)employeelastperformancereviewdataandrelateddocuments.Theperformanceplanthreesteps:preparation,meeting,finalizeplans.yourjob,youshoulddowhat,howtomeasureyoursuccess,setsthreatmosphereandseizethekey;toreviewtherelevantinformation,askmore,talkless;thejobdutiesandspecificgoal;determinethesuccesscriteria;discusswhatarethedifficultiesandneedwhathelp;discusstheimportancelevelandauthorizedtoaskproblem;4,note:intheperformancemanagementprocess,shouldpayattentiontocommunicationwithstaffthoughtistheactionguide,tocarryouteffectiveperformancecommunication,wemustpayattentiontointhethought.Allaspectsoftheperformancecommunicationthroughouttheperformancecycle,playsanimportantroleinanyonelinkinthechain,leavingtheperformancecommunication,anyunilateraldecisionsmanagerswillaffecttheenthusiasmofthestaff,performancemanagement.Noperformancecommunicationthereisnoperformancemanagement.Inordertomaketheperformancemanagementontherighttrack,trulyplayitsrole,enterprisesmustputthesupervisorandemployeeperformancecommunicationasapriorityamongprioritiestoresearchanddevelopment,throughthesystemspecification,performancemanagementbecomecompetenthabit,thehabitofemployees,tosolvetheperformanceproblememployeesworkfordialogueandexchanges,theperformancemanagementintoeffect.Threemethodsofperformanceevaluation:Predicament1,individualperformanceevaluation--:thebestoperaactorandamateurorchestraconcert.Theoperaactorsplaytheextreme,buttheeffectisverybad.Nooneisisolated,onlyfocusontheindividual,cannotsolvetheproblem.Wecallonanindividualbasisonemployeeperformanceevaluation,butifweemphasizeindividualperformancebutnottheantecedentsandconsequencesandconditionsofperformance,wedonotprogress,becausewedidnotfindtherealreason--maybebecauseemployeescannotcontrolthingsandpunishemployees,mayalsobebecauseofthewrongreason2,regardlessofthewhatwaytoassessperformance,avoidtwotrapsareimportant:1)don'tdoperformanceproblemsor"alwaysthefaultofemployees"thishypothesis;2)withoutanyassessmentcangivethe"why"and"whatishappeninginthepicture".Evaluationisjustthebeginning,isafurtherdiscussionaswellasthestartingpointofdiagnosis.Threemethodsofperformanceevaluation:3,1)ratingmethod::features,toandbehaviorproject;identifyeachprojectperformancelevelgaugeandotherways.Advantages:easytofinishtheworkofassessment.Disadvantages:forgetwhydothiswork;toovague,intheperformanceplan,prevention,protectionanddevelopmentstaffandsodidnotwhatroleinimprovingmethods:withemployeesregularlywritebriefconversation;evaluation;interpretationandevaluationprojectmeaning;togetherwiththestaffrating2)rankingmethod:forcingstafftocompetewitheachother,havestimulationcanbeshortterm,longtermmaycauseinternalmaliciouscompetition.3)targetandstandardevaluationmethod:Standard:accordingtothepriorandemployeesaseriesofestablishedcriteriatomeasuretheperformanceofemployees.Advantages:thepersonalgoalsandworktogethertoreducethepossibilityoftarget;bothsidesdisagree;defect:needmoretime;textworkmore;moreenergy.CommunicationmethodandcommunicationtechnologyWayofthinking:theprocessofperformancemanagementistheprocessofcommunication.Relationshipwiththestaffisnotonlyreflectedinthebehavioronperformancemanagement,butalsoshouldreflectthedailyandhowsuccessfulwayofthinking:A,theprocessofperformancemanagementisacompleteprocesstogetherwiththestaff,notaforstaffB,exceptforsomeunilateraldisciplinaryaction,performanceplan,communicationandassessmentshouldadoptacooperativemode;C,mostofthestaff,onceyouunderstandwhattheyareaskedtodothings,willtrythemethodcanmeettherequirementsD,performancemanagementisnotthepurposeofstaringpastmistakes,clearposibility,butintheproblemsolvingproblemsandpossiblee,performancedeficittobeclear,thecauseofthedeficit,whetherforpersonalreasonsorthesystemreason;F,inmostcases,ifthemanagerwillsupportstaffastheirwork,sothateachemployee2,mustsetsomeskillscommunicationskills:Managerhereguideemployeestoparticipateinthediscussionprocessandunderstandtheprocessofresponsibility.Purpose:don'tmostprobablyitdidnotactuallyhappen.Bepreparedtoestablishacommonresponsibilityandeachstageallcontributetotherelationship,thetarget.Clearthecommonresponsibility:toimprovetheperformanceisnotonlytheresponsibilityofthestaff.Clearprocedures:preventconflictresolutionskills:clearindividualresponsibility,invitesemployeestotakeadvice.Forthepeopleofthecriticismandcomments:avoidifyoudon'tlisten,youdon'tknowwhatyoutalkingabout,couldyoubequietforawhile,youreadthereportinthepastdidnotremarks:avoidsuchashowmanyyears,youalwayscan'tfinishthejobontime,wehaveriedthat,thereisnowiththeneedneedmakingguideguiltyintent:toavoidifyoureallycareabouttheteam,youshouldworkharder;Iguessyoudon'tcareaboutthisprojectnotappropriateadviceandsure:avoidasIknowtheprojectislate,butI'msureyou'llcatchup;youwilldowell.Youwillunderstandtheneed,needtounsolicitedadviceandsure:avoidyoumustdoit;thisistheonlyway;tofinishthistoday,andputitonmydesk.Aprovocativequestion:Whydidyousaythosewhoavoid.Whatyouthink;istheneedtoneed;whatisyougetthisconclusion?Don'ttrusttoavoidlanguage:areyousureyoucanfinishontime?I'veheardyouneedtoexaggeratetheseneed:avoidyouneverfinishtheworkontime;youalwaystrytorejectmyproposal.Thecoolingtechniqueoffiercedebate.Theperformanceofa,discusstheprocessofdispute,weshouldpayattentiontotwogoals:mustmakesuggestionsonconflict;avoiddamagerelations,causenewproblemsinthefutureperformance.B,giveemployeesaventfrustrationandangerforfeeling,notveryfastcounterattack.C,rememberthepeoplewhentheydoappearconflict.D,thewayofhandlingconflicts:conflictsthroughpersuasion,wontherighttotrytounderstandthemeans;staffpositions,findasolution.E,conflictisthemosteffectivetreatmenttechnologyisactivelistening.F,andbeconfusedinmindorangryemployeesdealing,thebasicprincipleisthefirstconcernofhisemotional.G,disputesarise,requestthedisputesettlementmeasures,butneverfromthesubject.H,tooexcited,communicationshouldbesuspended.Theperformanceofcommunicationisthecoreofperformancemanagement,isreferstobetweentheemployersandemployeesperformanceevaluationreflectstheproblemsandevaluationmechanismitselftoconductsubstantiveinterviews,andtriestoseekcountermeasures,amanagementmethodforserviceinthelaterstageofenterpriseandemployeeperformance,improveandenhancethe.Aprocessofperformancemanagementisonthelowerlevelontheperformancetargetsettingandimplementationandongoingtwo-waycommunication.譯文:績效管理——如何考評員工表現(xiàn)摘要績效考核是現(xiàn)代企業(yè)人力資源管理的重要內(nèi)容。通過對中國企業(yè)現(xiàn)階段績效考核中存在問題的探討，提出了完善績效考核的改進對策。績效管理是經(jīng)理與員工之間工作職責(zé)和提高工作績效問題持續(xù)進行的溝通過程。合作各方應(yīng)明白他們?yōu)槭裁磿蔀楹献骰锇?，從而支持這項工作?？冃гu價只是績效管理的一個環(huán)節(jié)，不要將兩者混淆。介紹績效管理的挑戰(zhàn)性：回避績效管理工作的原因：經(jīng)理：報表和程序沒有意義；沒有時間；害怕沖突；反饋和觀察問題。（績效管理--防止問題發(fā)生的時間投資，保證管理者有時間做自己應(yīng)該做的事情）

員工：槽糕經(jīng)歷；對即將發(fā)生的事情沒底；不懂績效管理的意義；不喜歡收到批評。二、績效管理的判斷標(biāo)準(zhǔn)：1.組織成功的因素：①協(xié)調(diào)內(nèi)部各單位的手段，向著共同目標(biāo)努力；②問題出現(xiàn)時，有找到問題的方法，發(fā)現(xiàn)問題或者阻止問題；③遵守法律規(guī)定，得到法律保護；④做重大決策時，有獲得信息的途徑；⑤不斷提高員工的素質(zhì)，以使組織更有競爭力。2.績效管理方法必須對組織、對管理者有用，實現(xiàn)績效管理的唯一原因就是幫助員工去的成功。3.要明白好的方法是如何設(shè)計的以及是什么因素使他發(fā)生作用。4.績效管理的挑戰(zhàn)是如何找到實用、有意義的方法去完成它，這點需要思想和智慧?？冃Ч芾硎且粋€系統(tǒng)：1.績效計劃--啟動績效管理的關(guān)鍵點：員工和管理者一同合作，就員工做什么，做到什么程度等問題進行識別、理解。2.持續(xù)的績效溝通：雙方追蹤進展情況、找到影響績效的障礙以及得到使雙方成功所需信息的過程。

溝通方法：①四處走動進行觀察；②會見員工；③讓員工進行工作回顧；3.績效診斷：用以識別引起個人、部門甚至組織績效問題的真實原因的溝通和解決問題的過程。4.績效管理是大系統(tǒng)中的一個小系統(tǒng)。要想得到最大的收益，必須完成績效管理的全部環(huán)節(jié)，而不是其中的一部分。5.績效管理同戰(zhàn)略計劃、預(yù)算、員工發(fā)展、員工工資獎勵制度、質(zhì)量提高計劃等都是相關(guān)的。做好進行績效管理過程要做的準(zhǔn)備工作。1.關(guān)鍵的兩點：①同員工一起收集對建立有意義、可度量的目標(biāo)所需要的信息；②做一些基礎(chǔ)工作，以便在整個績效管理過程中能與員工充分協(xié)作。2.獲取信息和數(shù)據(jù)績效管理有效果的部分原因就是它能幫助組織、單位和全體員工朝著一個方向努力。3.某些“小目標(biāo)”信息：①每個員工的工作描述；②員工上次績效回顧資料以及相關(guān)文檔績效計劃：1.三個步驟：準(zhǔn)備、會見、敲定計劃。2.你的工作職責(zé)、你應(yīng)該做什么、如何衡量你的成功？3.①設(shè)置氣氛和抓住重點；②回顧相關(guān)信息--多問、少講；③使工作職責(zé)和目標(biāo)具體化；④確定成功的標(biāo)準(zhǔn)；⑤討論有哪些困難以及需要什么幫助；⑥討論重要性級別和授權(quán)問題；4.注意：在整個績效管理過程當(dāng)中，應(yīng)注重與員工溝通思想是行動的先導(dǎo)，要進行有效的績效溝通，首先在思想上一定要重視?？冃贤ㄘ灤┯诳冃аh(huán)的各個環(huán)節(jié)，在任何一個環(huán)節(jié)都發(fā)揮著重要作用，離開了績效溝通，主管人員的任何單方面的決定都將影響員工的工作熱情、影響績效管理。沒有績效溝通就沒有績效管理。為了使績效管理在正常的軌道上運行，真正發(fā)揮其作用，企業(yè)必須把主管與員工的績效溝通作為重中之重加以研究和發(fā)展，通過制度的規(guī)范，讓績效管理成為主管的習(xí)慣，員工的習(xí)慣，用對話和交流解決員工工作中的績效問題，使績效管理落到實處。績效評價的三種方法：1.個人績效評價的困境：最好的歌劇演員與業(yè)余管弦樂隊同臺演出。歌劇演員發(fā)揮極至，但是效果還是很糟糕。沒有人是孤立存在的，僅關(guān)注個人，就不能解決問題。我們要求在個人的基礎(chǔ)上對員工的績效進行評價，但如果我們強調(diào)個人績效而不看前因后果以及限制績效的條件，我們沒有進步，因為我們沒有找到真正的原因--可能會因為員工不能控制的事情而懲罰員工，也可能因為錯誤的理2.不管采用什么辦法評估績效，避免兩個陷阱很重要：①不要做績效問題出現(xiàn)或“總是員工的錯”這樣的假設(shè)；②沒有任何評估能給出“為什么發(fā)生”和“發(fā)生了什么的全貌”。評價只是開始，是做進一步討論以及診斷的起始點。3.績效評價的三種方法：①評級方法：組成：待評價的特征、區(qū)