1、中文 3018 字 外文文献原稿和译文 原 稿 Performance management - how to appraise employee performance Abstract Performance appraisal is an important content of human resource management in modern enterprises. According to the problems existing at the present stage Chinese enterpri
2、se performance evaluation, put forward the improvement measures to improve the performance appraisal. Performance management is the responsibility between managers and employees and improve the communication performance of the ongoing. The partners should understand why they become partners, thereby
3、 supporting the work. Performance evaluation is a part of performance management, do not confuse the two Introduction Challenges of performance management Reasons to avoid performance management: Manager: reports and program has no meaning； no time； afraid of conflict； feedback and observation. (per
4、formance management, prevent problems in investment in time, ensure the managers have the time to do the thing you should do staff: bad experience； what was about to happen no bottom； do not understand the significance of performance management； don't like received criticism. Criterion two, perf
5、ormance management, organizational success: 1 Factors: coordination among units means, towards a common goal； problem, find the problems, find problems or prevent problems； obey the law, be protected by the law； make major decisions, a way of getting information； improve the quality of staff,
6、to make the organization more competitive., performance management of _ organization,must be useful to managers, the only reason of performance management is to help employees to success. to understand better how to design and what made him act. , the performance management challenge is how to
7、 find practical,meaningful ways to finish it, which need thought and wisdom. Performance management is a system The performance plan - starting point of performance management:employees and managers to work together, as employees do what, do what degree of problem identification, understanding.Conti
8、nuous performance communication: both tracking progress, find the obstacles that affect performance and process so that the two sides success required information. Communication methods: (1) around were observed； (2)employees； (3) allow employees to work review； Performance diagnosis: to identify in
9、dividuals, departments and organizational performance by the real reason for the problem of communication and problem solving process. Performance management is a small system in the large system. If you want to get the maximum profit, must complete the performance management process,and not a part
10、of. Performance management and strategic planning, budget, staff ,employee salary incentive system, improve the quality of plans are related. Do the performance management process to do the preparation of 1, there are two key points: with the staff to collect meaningful, to establish the information
11、 needed to measurable goals； to do some basic work, so that in the whole process of performance management and employee can fully cooperation. In part, access to information and data of performance management effect is it can help organizations, units and employees towards a direction some "tar
12、get"information each employee's job description； (2) employee last performance review data and related documents. The performance plan three steps: preparation, meeting, finalize plans. your job, you should do what, how to measure your success, sets threat mosphere and seize the
13、 key； to review the relevant information, ask more,talk less； the job duties and specific goal； determine the success criteria； discuss what are the difficulties and need what help； discuss the importance level and authorized to ask problem； 4, note: _ in the performance management proce
14、ss, should pay attention to communication with staff thought is the action guide, to carry out effective performance communication, we must pay attention to in the thought. All aspects of the performance communication throughout the performance cycle, plays an important role in any one link in the c
15、hain, leaving the performance communication, any unilateral decisions managers will affect the enthusiasm of the staff, performance management. No performance communication there is no performance management. In order to make the performance management on the right track, truly play its role,enterpr
16、ises must put the supervisor and employee performance communication as a priority among priorities to research and development, through the system specification, performance management become competent habit, the habit of employees, to solve the performance problem employees work for dialogue
17、and exchanges, the performance management into effect. Three methods of performance evaluation: Predicament 1, individual performance evaluation -: the best opera actor and amateur orchestra concert.The opera actors play the extreme, but the effect is very bad. No one is isolated,only focus on the i
18、ndividual, can not solve the problem. We call on an individual basis on employee performance evaluation, but if we emphasize individual performance but not the antecedents and consequences and conditions of performance, we do not progress, because we did not find the real reason - may be because emp
19、loyees can not control things and punish employees, may also be because of the wrong reason 2, regardless of the what way to assess performance, avoid two traps are important: 1) don't do performance problems or"always the fault of employees" this hypothesis； 2) without any assessment
20、can give the "why" and "what is happening in the picture". Evaluation is just the beginning, is a further discussion as well as the starting point of diagnosis. Three methods of performance evaluation: 3, 1) rating method: features, to and behavior project； identify each project
21、performance level gauge and other ways. Advantages: easy to finish the work of assessment. Disadvantages:forget why do this work； too vague, in the performance plan, prevention,protection and development staff and so did not what role in improving methods:with employees regularly write brief conversation； evaluation； interpretation and evaluation project meaning； together with the staff
