浅谈人力资源管理中的绩效考核管理 中英文翻译

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1、 浅谈人力资源管理中的绩效考核管理 中英文翻译 Introduction to human resource management in the performance appraisal management in both Chinese and English translation 摘要：人力资源管理已经随着时代的发展在企事业单位所占的位置越来越重要，企事业单位的发展无处不需要员工的劳动和贡献，在以人为本的社会体制下，要对人力资源进行有效的管理就需要建立良好的绩效管理制度，通过绩效考核来促进企业内部 人力资源的良性发展，从而最大限度上为企业的反正提供动力。本文主要论述人力资源中的绩效管

2、理中需要注意的问题。 Abstract: human resource management has along with the development of the era of more and more important in enterprises and institutions of the position, the development of the enterprises and institutions is not need to employees and the contribution of labor, under the social system of

3、people-oriented, to carries on the effective management of human resources will need to set up a good performance management system, through the performance evaluation to promote the virtuous development of the enterprise internal human resources, so as to maximize the anyway, provide power for the

4、enterprise. This paper mainly discusses problems need to pay attention to in the performance management of human resources. 关键词：人力资源管理 绩效考核管理 策略 Keywords: human resource management, performance appraisal management strategy 世界经济发展正朝着一体化方向迈进，我国的企业管理模式改革也应该紧紧跟上世界经济发展的部分，进行系统的改变，把人力资源当做发展的重中之重，通过加强人力资源

5、管理中的绩效考核实施力度，将人力资源管理推上新的台阶，为企事业单位发展提供充足的动力保障。人力资源管理是一项系统性的，实践性很强的工作。绩效考核又是人 力资源管理中重要的一环，绩效考核就是把企业发展的既定目标当做标准，进行解析，为员工在各自岗位上的工作态度和行为以及工作的结果，进行制定，评判，反馈和调整。在整个考核的过程中要本着公平公正合理的原则，充分调动员工的工作积极性，让企事业单位具有良好的凝聚力和 创造力，那么也就有效的增强了企业在市场竞争中的核心竞争力，从而让企业不断壮大发展。 World economic development is moving toward integratio

6、n direction, our country enterprise management mode reform should also be closely keep up with the parts of the world economic development, to the change of the system, the human resources development as a top priority, by strengthening performance appraisal in human resources management enforcement

7、, to human resources management onto a new stage, the development for the enterprises and institutions to provide sufficient power protection. Human resource management is a systematic, practical work. Performance evaluation is a important part of the human resource management, performance appraisal

8、 is to target the development of the enterprise as a standard, parsing, for the employees in their respective positions on the work and the result of the work, attitude and behavior are introduced, assessment, feedback and adjustment. Throughout the assessment process should be based on the principl

9、e of fair and reasonable, fully mobilize the staffs working enthusiasm, make the enterprises and institutions with good cohesion and creativity, then there would be effective to enhance the core competitiveness of enterprises in market competition, so that the growing development of enterprise. 一、人力

10、资源管理的深度和在企业中重要地位 A, the depth of the human resource management and the important position in the enterprise 企事业单位在人力资源的选聘以及工作劳动所得分配上需要一套公平合理的考核标准，绩效考核就是应这一要求逐渐发展完善的，在人力资源管理中把每个员工的绩效考核标准根据公司的发展状况进行明确的规划，把员工的工作任务，工作能力，工作态度作为考核的基本内容，把单位的发展目标和发展中的需要当做考核的标准，通过对目标进行有效分解，落实到工作岗位中的每个人，让每个人都能在发展中明白自己的工作目标，并按

11、照整体目标实现所需的时间完成自己份内的工作，这就是我们所说的绩效考核体系，绩效考核管理对于企业的发展具有非常实际的作用，每个 人的目标完成情况直接关系着企事业单位的发展状况，反过来单位根据每个人完成的工作状况对每个人进行合理的奖酬分配，不仅对员工的付出是一种肯定，更能体现出多劳多得，按劳分配的市场原则。 Enterprises and institutions work in hiring human resources and labor income distribution need a fair and reasonable assessment standards, performa

12、nce 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 un

13、it of the goal of development and the need for the inspection standards, through the target decomposition, 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 complete her work, t

14、his is what we call system of performance appraisal, performance appraisal management is very practical role in the development of the enterprise, the goal of everyone complete situation directly related to the development of enterprises and institutions, which in turn unit according to each person

15、to complete work situation for everyone to carry on the reasonable distribution of reward, not only to the employees pay is a kind of affirmation, can reflect more work more, the principle of distribution according to work in the market. 绩效考核在现今企事业单位为了实现预定目标的一个手段。通过这个手段，既减少了一次性的投入过大和存在的不科学部公平现象。也能更清

16、晰地看到每一个考核的真实数据。企业的生存靠什么？无非是靠自身的技术或者业务水平。那么企事业单位的这些利润和业绩谁来创造呢？就是在科学管理下的职员。这就足以说明了绩效考核在企事业单位人力资源管 理中的作用：鼓励员工提高技术、扩展业务来实现更大的利润。因而，绩效考核不仅仅只是一个考核，是为了提高工作效率，为了企业的共同利益。把每一个员工都纳入自我绩效考核的气氛中来。 Performance evaluation in modern enterprises and institutions in order to achieve the intended target of a method. By

17、 this means, both to reduce the one-time investment is too large and the existing phenomenon of science fair. Can see more clearly every inspection of real data. Enterprise survival depends on what? Nothing more is to rely on their own technology or business level. So the enterprises and institution

18、s of the who to create profits and performance? Is under the scientific management of staff. It is sufficient to illustrate the performance evaluation in enterprises and institutions the role of human resource management, encourage employees to improve technology and expand the business to achieve g

19、reater profits. Assessment of performance appraisal is more than just a, therefore, is to improve work efficiency, in order to the common interests of enterprises. Turn every employee into self performance appraisal to the atmosphere. 二、绩效考核存在的问题 Second, the problems existing in the performance appraisal