中国企业绩效管理问题总结及应对(英文).docxVIP

IntroductionWith the improvement of Chinas market-oriented and competition intensifies, the performance management system is being more and more Chinese enterprises to learn and use, performance management as an important function of human resource management has become a corporate human resources management work an important means and development tools, full use of resources enterprises enhance their core competitiveness, gain competitive advantage in an important way for sustainable development of enterprises plays a big role (Martin Bartol 1998). However, in practice human resource performance appraisal, why do Chinese enterprises get good results? Why did not only play the role of performance appraisal, even to its opposite?Literature reviewPerformance evaluation as an important tool to improve business and employee performance is becoming increasingly important. In reality, many Chinese enterprises are only in the form of performance appraisal, there are many problems in the performance appraisal process, which did not play the role of performance appraisal. This paper is to the Chinese enterprise employee performance management problems and solving Suggestions to do some research: Such as performance appraisal atmosphere is not strong, scientific performance evaluation standards, evaluation, subject selection mistakes, improper evaluation method selection, and performance appraisal feedback inadequateExplain Performance appraisal and Performance managementThere are many definitions of performance, generally refers to the work of the results achieved through the efforts of the staff, including efficiency, impact behavior, and the behavior of the organization to achieve strategic objectives. Performance management is a series of employee-centered interventions, the goal is to fully develop and utilize the value of each employee to achieve improved organizational performance and achieve organizational strategic objectives of management activities. Performance ap