人力资源里的一些翻译.docxVIP

Potential Error in Performance Appraisals.绩效评估中的潜在错误1.Several common errors have been identified in performance appraisals. 绩效评估中的普通错误已经被知道/认知。2.Leniency is the grouping of ratings at the positive end instead of spreading them thoughtout the performance scale.宽容是对员工的绩效评估集中在正面的评价上而不是分散在各种绩效等级上所发生的情况。3.Central tendency occurs when appraisal statistics indicate that most employees are appraisaled as being near the middle of the performance scare. 当评价统计数据表明大多数员工的绩效水平被评价为接近中等水平时就产生了居中倾向。4.Recency occurs when evaluations are based on work performed most recently-generally work performed one to two months prior to evaluation . 当对员工的绩效评估是依据其最近完成的工作，一般是评价前一至两个月完成的工作时，就产生了近期效应。5.Leniency,central tendency ,and recency errors make it difficult , if not impossible , to separate the good performers from the poor performers. 宽容、居中倾向和近期效应错误使将好员工与坏员工分离开来变的困难6．In addition,these errors make it difficult to compare ratings from different raters.除此之外，这些错误使不同评价者的评价对比变得困难。7.For example, it is possible for a good performer who is evaluated by a manager committing central tendency errors to receive a lower rating than a poor performer who is rated by a manager committing leniency errors.例如，一个被带有居中倾向错误的经理评估的好员工将会可能比一个被具有宽容错误的经理评价的差员工接受更低的评价。Another common error in performance appraisals is the halo effect. 绩效评估中的另一个常见的错误是晕伦效应。2.This occurs when a rater allows a single prominent characteristic of an employee to influnence his or her judgment on each separate item in the performance appraisals.评价者让员工某一方面的显著特征影响了自己对绩效评估中每一项单独内容的判断时，就产生了晕伦效应。3.This often results in the employee receiving approximately the same rating on every item.这经常导致员工在每一个项目中接受近乎相同的评价。4.Personal preferences , prejudices, and biases can also cause errors in performance appraisals.绩效评估中个人偏好、偏见和成见也能引起错误。5.Managers with biases or prejudices tend to look for employee behaviors that conform to their biases.带有偏见的经理为了证明他们的偏见将会寻找员工的行为。6.Appearance, social status , dress , race , and sex have influenced many performance appraisals.外貌，社