绩效管理外文翻译--绩效管理——如何考评员工表现(编辑修改稿)

绩效管理外文翻译--绩效管理——如何考评员工表现(编辑修改稿)内容摘要：

assessment 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 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 ____________________________________________________________________________________________ rating 2) ranking method:forcing staff to pete with each other, have stimulation can be short term, long term may cause internal malicious petition. 3) target and standard evaluation method: Standard: according to the prior and employees a series of established criteria to measure the performance of employees. Advantages: the personal goals and work together to reduce the possibility of target。 both sides disagree。 defect: need more time。 text work more。 more energy. Communication method and munication technology Way of thinking: the process of performance management is the process of with the staff is not only reflected in the behavior on performance management, but also should reflect the daily and how successful way of thinking: A, the process of performance management is a plete process together with the staff, not a for staff B, except for some unilateral disciplinary action, performance plan, munication and assessment should adopt a cooperative mode。 C, most of the staff, once you understand what they are asked to do things, will try the method can meet the requirements D,performance management is not the purpose of staring past mistakes, clear posibility, but in the problem solving problems and possible e, performance deficit to be clear, the cause of the deficit, whether for personal reasons or the system reason。 F, in most cases, if the manager will support staff as their work,so that each employee 2, must set some skills munication skills: Manager here guide employees to participate in the discussion process and understand the process of responsibility. Purpose: don39。 t most probably it did not actually happen. Be prepared to establish a mon responsibility and each stage all contribute to the relationship, the target. Clear the mon responsibility: to improve the performance is not only the responsibility of the staff. Clear procedures: prevent conflict resolution skills: clear individual responsibility, invites employees to take advice. For the people of the criticism and ments: avoid if you don39。 t listen, you don39。 t know what you talking about,could you be quiet for a while, you read the rep。