绩效考核外文文献及翻译.docx

绩效考核外文文献及翻译 夕卜文文献 I.Performa nee appraisals - purpose and how to make it easier Performa nee appraisals are essential for the effective management and evaluation of staff. Appraisals help develop in dividuals, improve orga ni zati onal performa nee, and feed into bus in ess pla nning. Formal performa nee appraisals are gen erally con ducted annu ally for all staff in the orga ni zatio n. His or her line manager appraises each staff member. Directors are appraised by the CEO, who is appraised by the chairman or company owners, depending on the size and structure of the organization. Annual performanee appraisals enable management and monitoring of standards, agreeing expectations and objectives, and delegation of responsibilities and tasks. Staff performa nee appraisals also establish in dividual trai ning n eeds and en able orga ni zati onal trai ning n eeds an alysis and pla nning. Performa nee appraisals also typically feed into orga ni zati onal annual pay and gradi ng reviews, which com monly also coin cide with the bus in ess pla nning for the n ext tradi ng year. Performa nee appraisals gen erally review each in dividuals performa nee aga inst objectives and standards for the trading year, agreed at the previous appraisal meeting. Performanee appraisals are also essential for career and succession planning - for individuals, crucial jobs, and for the orga ni zati on as a whole. Performa nee appraisals are importa nt for staff motivati on, attitude and behavior developme nt, com muni cat ing and alig ning in dividual and orga ni zati onal aims, and fosteri ng positive relati on ships betwee n man ageme nt and staff. Performa nee appraisals provide a formal, recorded, regular review of an in dividuals performa nee, and a pla n for future developme nt. Job performa nee appraisals - in whatever form they take - are therefore vital for managing the performa nee of people and orga ni zati ons. Man agers and appraises com monly dislike appraisals and try to avoid the