外文翻译--绩效考核的困境（适用于外文翻译+中英文对照）-毕业论文（设计）.docVIP

本科毕业设计（论文） 外 文 翻 译 题 目 基于组织健康的XX企业绩效评估体系研究 学 院 商学院 专 业 工商管理 班 级 工商N072 学 号 2007456691128 学生姓名 指导教师 完成日期 2010年12月28日 原文一： The Dilemma of Performance Appraisal By Peter Prowse and Julie Prowse It will outline the development of individual performance before linking to performance management in organizations.The outcomes of techniques to increase organizational commitment, increase job satisfaction will be critically evaluated. It will further examine the transatlantic debates between literature on efficiency and effectiveness in the North American and the United Kingdom) evidence to evaluate the HRM development and contribution of performance appraisal to individual and organizational performance. Appraisal potentially is a key tool in making the most of an organisation’s human resources. The use of appraisal is widespread estimated that 80–90%of organizations in the USA and UK were using appraisal and an increase from 69 to 87% of organisations between 1998 and 2004 reported a formal performance management system (Armstrong and Baron, 1998:200).There has been little evidence of the evaluation of the effectiveness of appraisal but more on the development in its use. Between 1998 and 2004 a sample from the Chartered Institute of Personnel and Development (CIPD, 2007) of 562 firms found 506 were using performance appraisal in UK. What is also vital to emphasise is the rising use of performance appraisal feedback beyond performance for professionals and managers to nearly 95% of workplaces in the 2004 WERS survey (seeTable 13.1).Clearly the use of Appraisals has been the development and extension of appraisals to cover a large proportion of the UK workforce and the coverage o