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绩效考核外文文献及翻译
外文文献 1.Performance appraisals - purpose and how to make it easier Performance appraisals are essential for the effective management and evaluation of staff. Appraisals help develop individuals, improve organizational performance, and feed into business planning. Formal performance appraisals are generally conducted annually for all staff in the organization. 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 performance appraisals enable management and monitoring of standards,
agreeing expectations and objectives, and delegation of responsibilities and tasks. Staff
performance appraisals also establish individual training needs and enable organizational training
needs analysis and planning. Performance appraisals also typically feed into organizational annual
pay and grading reviews, which commonly also coincide with the business planning for the next
trading year. Performance appraisals generally review each individuals performance against
objectives and standards for the trading year, agreed at the previous appraisal meeting.
Performance appraisals are also essential for career and succession planning - for individuals,
crucial jobs, and for the organization as a whole. Performance appraisals are important for staff
motivation, attitude and behavior development, communicating and aligning individual and
organizational aims, and fostering positive relationships between management and staff.
Performance appraisals provide a formal, recorded, regular review of an individuals performance,
and a plan for future development. Job performance appraisals - in whatever form they take - are
therefore vital for managing the performance of people and organizations. Managers and appraises
commonly dislike appraisals and try to avoid them. To these people the appraisal is daunting and
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