2023年商务英语必备.docx

APPRAISING AND IMPROVING PERFORMANCE---绩效考核与改善绩效 Peer appraisal 同事间互相考核 Align 结盟 Autocratic 独裁的，专制的 Be in a position to do sth. （由于客观或主观条件）可（能）做某事 Bias 偏见 Breakdown 破裂，分裂 Dimension 方面，部分 Coach 训练，指导 Compensation 赔偿（或赔偿）物，赔偿（或赔偿）金 Connote 包括，意味着，暗示 Discharge 开除，解雇 Disciplinary action 惩戒行动 Follow-up 增补的，后续的 First-line 最重要的，头等的 HRMhuman resources management 人力资源管理 Light (观测人、物等的) 角度，眼光 Lenient 宽敞的，温和的 Monitor 监督，监视 Multifaceted 多方面的 Peer rating 同事评估 Persist 持续，存留 Rate 评估，考核 Rater 考核者，评估者 Rater bias 评估者偏见 Team environment 团结的环境 Transfer 调动，转职 Subordinate 下属 Peer evaluation 同事间互相评估 360-Degree Assessment 360度反馈评价 Typically, performance appraisal has been limited to a feedback process between employees and supervisors. 一般，绩效考核仅限于员工与主管之间的双向考核。 However, with the increased focus on teamwork, employee development, and customer service, the emphasis has shifted to employee feedback from the full circle of sources. 然而，伴随企业对团体合作、员工开发及客户服务与日俱增的重视，员工考核的重心已转向全方位的反馈评价。 This multiple-input approach to performance feedback is sometimes called”360-degree assessment” to connote that full circle. 这种多元反馈评价有时也称为“360度反馈评价”，意指全方位的评价。 There are no prohibitions in law or regulation against using a variety of rating sources, in addition to the employee’s supervisor, for assessing performance. 进行绩效考核，考核者除了员工的主管外，法律或规章制度并没有严禁多源考核。 Research has shown assessment approaches with multiple rating sources provide more accurate, reliable, and credible information. 研究表明多元反馈评价所提供的信息更精确、更可靠、更可信。 For this reason, the U.S. Office of Personnel Management supports the use of multiple rating sources as an effective method of assessing performance for formal appraisal and other evaluative and developmental purposes. 因此，美国人事管理局支持采用多源反馈评价措施进行正式绩效考核以及其他以评估或发展为目的的考核。 The 360-degree feedback process has become pervasive in management and human resource development practices. 360度反馈评价已经在管理和人力资源开发实践中广泛应用。 Reported statistics on 360-degree use suggest that it has gone from almost unheard of in the 1980s to wides