浅谈人力资源管理中的绩效考核管理中英文翻译-人力资源(编辑修改稿)

浅谈人力资源管理中的绩效考核管理中英文翻译-人力资源(编辑修改稿)内容摘要：

e profits and performance? Is under the scientific management of staff. It is sufficient to illustrate the performance evaluation in enterprises and institutions the role of human resource management, encourage employees to improve technology and expand the business to achieve greater profits. Assessment of performance appraisal is more than just a, therefore, is to improve work efficiency, in order to the mon interests of enterprises. Turn every employee into self performance appraisal to the atmosphere. 二、绩效考核存在的问题 Second, the problems existing in the performance appraisal 就目前各个企事业单位的发展来说，人力资源管理中绩效考核管理还存在着诸多问题，这些问题表现相对集中，也比较繁琐，为单位的发展产生的阻碍作用，所以我们要认真分析这些问题，进而采取有效的手段，克服这些问题，让人力资源管理走上良性发展的道路。 这些问题主要表现在以下几个方面： At present, the development of the various enterprises and institutions, performance appraisal management in human resources management still exist many problems, these problems relatively concentrated, is more plicated, the effects of the obstacles of the development for the unit, so we have to careful analysis of these problems, and take effective means to overe these problems, make human resource management on the road of healthy development. These problems mainly displays in the following aspects: 1. Performance appraisal of oneness 很多企事业单位的考核只是对人的考核，仅仅在考核过程中评价这个人的表现：如工作认真、待人热情等。 当然考核也存在人情考核等一些很不公平的考核方式，现在的企业不是靠考核人生存的，它考核的是一个人的综合素质，企业不需要没有技术的好人，也不需要有技术的坏人。 所以，人力资源的考核既是对人的考核也是对事的考核，如果只有态度没有绩效，那么考核就是一句空话，考核就是不科学的。 Many enterprises and institutions of the evaluation is the appraisal of people, just in the process of assessment and evaluation of the performance of this person, such as the work is earnest, treats people the enthusiasm, etc. Also exist in human feelings of examination, etc, of course, some very unfair appraisal way, now the business is not live on the inspection person, its appraisal is a person39。 s prehensive quality, enterprises don39。 t need no technology good, also do not need to have the technology of bad people. So, the evaluation of human resources is both to the person39。 s assessment and the appraisal of things, if there is no performance only attitude, so the inspection is meaningless, assessment is not scientific. 2. Performance appraisal mainly the earnings or profits 这也是现在绩效考核的一个误区。 很多的企事业单位对人员的考核靠的就是业绩。 如果一个刚加入的职员就给安排了一个前所未有的目标并且要求按时完成，那么这样的考核从一开始就是错误的。 因为考核者只简单的把考核看成了一个任务，而并没有全面的客观分析这 个考核的可操作性，没有客观的考虑被考核者的自身及周围的客观环境。 This is now a myth of performance appraisal. Many enterprises and institutions of the appraisal of staff depends on performance. If a newly joined st。