绩效管理英文文献和参考文献

者是考核者与被考核者沟通不善等等原因，评 估与面谈往往会存在某些不足之

处，

在管理过程中造成直接经济损失成冲突是难免的，在这种情况下，畅通的绩效

反

馈和申诉流程就起着非常关键的弥补作用。对于在绩效管理过程中存在 的不公

或

者有失偏颇的现象，极需信 息的反馈，以及时平息员工的不满，以免影响他们

的

工作积极性。

绩效管理，简单地说就 是“目标＋沟通”的过程。有了明确的

目标，落实和达成

目标的过程，就是持续的、不断强化的沟通与反馈的过程。绩效反馈在时间上

是

经常性的。在员工短期目标实现的过程中，有什么 成绩，能力和工作方法上存

在

什么缺 陷，作为其主管应应随时加以提醒与辅导。使员工能够在工作中随时纠

正

自己的缺点和努力方向，顺利地达成绩效目标。而申诉流程的没置，有助于人

力

资源管理部门对绩效管理的监控， 有助于解决员工与主管之间的冲突，也有助

于

提醒主管人员加强自身的素养、能力，在语言和行动上也要自律，在管理过程

式

中要充分体现公平、公正的原则。

结

论

< /p>

绩效管理是一个比较复杂的系统工程，它既需要高层管理者提出明确的战略目

标

和强力的推动，也需要中层管理者以及全休整员 工的共同努力，它既需要员工

充

分理 解，也需要员工的不懈努力，从工作态度、价值观取向，工作努力的方向

等

等都要要随时加以调整和提升。在企业管理方面，我国仍然没有形成比较完 整

的

适合我国国情的管理理论，笔者 更只是一些工作上的体会，仅是一些粗浅的想

法，

结。

绩效管理英文文献和参考文献

1 Introduction

The performances management occupies the core status in the modern

enterprise human resources management, carries on the effective

performances management is promotes the enterprise the management

potency, the enhancement enterprise core competitive ability important

method. But, how did the performances manage effectively implement were

still the present stage our country enterprise extremely urgent problem.

The performances management is an enterprise super in ten dent unusual

headache question, is regarded it is

unify in recent years the human resources management working practice,

how deepens the performances management, the display performances

management biggest potency discussed several humble opinions, to the

time offer a few ordinary introductory remarks so that others may offer

their valuable ideas.

2 Common reasons why the performances management has not achieved

the tangible affect several

2.1 Imitates copies verbatim, blind imitation

Each enterprise's performances management system all should fully

consider enterprise own characteristic, enterprise

Our country industrialization time short, manages the theory and the

experience all quite is deficient, profits from the over seas management

theory and the experience extremely has the necessity. But some

enterprises eagerly enhance the enterprise performances not to know how

begins, the implementation

and applies slavishly the western experience, not to enterprise factor

and so on itself development condition, strategy and management goal,

values, enterprise culture carries on the full analysis, acts

appropriately to the situation, its result inevitably is defeats the

purpose, is contrary to what expects.

2.2 Heavy performances inspection, light performances management The

performances management is a complete management system management

system; it has contained the performances plan, the performances

management implementation, the performances appraisal as well as the

feedback and so on four modules. The performances inspection merely

is a link; certainly it is an essential link. Only pays attention to the

performances inspection is manages the idea and the localization

mistake . This involves to the enterprise high level super in ten dent

sand the human resources administrative personnel to the performances

management understanding depth and the breadth question.

We said the performances management the goal is for promote the

enterprise the competitive ability and staff's working ability and the

performance, needs to understand the performances management the

connotation and the flow, need to pay great attention to the entire

management process the communication and the coordination, pays

attention to each flow the realization.

Merely pays attention to the performances inspection, often creates

the staff to the performances management valid question, because it

lacks with in staff's necessity communication and the personal it

respect, thus also could not achieve displays staff's work enthusiasm,

the initiative goal. Only pays great attention to the performances

inspection, its result is merely fills in a big pile of form, becomes a

mere formality, but lacks the substantive effect, regards as by the

administrative personnel and the staff

2.3Performances management is only the human resources control

section’

s work

In the human resources management department manager's post

instruction booklet, the performances management is its important

responsibility. Therefore has quite many superintendents wrongly to

think the performances management is only the human resources control

section’s

responsibility, but other departments' superintendents regard it are

important responsibility to the performances management, but the first

responsibility person should be various services unit and the function

department's superintendent. They are shouldering the business goal