人力资源管理如何应对企业四道年关？(二)(国外英语资料).docVIP

人力资源管理如何应对企业四道年关？(二)(国外英语资料) The second pass: performance feedback More and more enterprises have adopted performance management. At the end of the year, performance appraisal has become the highlight of human resource management. The performance appraisal of the contents, methods, procedures and other aspects of the enterprise do enough preparation, spent a lot of manpower and financial resources, the most terrible thing is a toss after the employee is not satisfied with the examination, did not achieve the desired results, the year-end performance appraisal form, an important reason for this result is very important the process of human resource management (human resource management study: At the end of the performance appraisal, in order to improve the staffs work ability and work attitude, the results of the assessment should be feedback to the object of assessment. Performance appraisal and no feedback, in the minds of employees is undoubtedly the secret operations of the human resources department, but to do good performance feedback, but it is not easy. In real life, no one feels that it is comfortable to sit down and point out that it is comfortable to judge others, and that no one feels that accepting other peoples opinions is a comfortable thing. Where the total performance is good or bad, good things, the bad result is not up to the feedback, the purpose of performance appraisal, feedback, is likely to quarrel ended, destroy relationships do not say, but also may force the employee quit, the loss of human capital. The author believes that good performance feedback that is hard, do the following, this can be closed. (I) encourage participation Human resource workers should encourage participants to participate actively in the performance feedback process. There are three ways for human resource workers to perform performance appraisal and feedback. The first is the most widely used method: telling -- selling.. Human resource workers tell the subjects thei