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本科毕业设计（论文）外文参考文献译文及原文 学 院 经济管理学院 专 业 工商管理 年级班别 学 号 学生姓名 指导教师 2007 年 6 月 15日目 录外文翻译译文1外文翻译原文10绩效考核的软肋1 绩效考核的含义做绩效考核，首先要弄清楚什么是绩效考核，只有让经理和员工都明白什么是绩效考核，他们才会愿意参与和执行，愿意为此而改变。绩效考核是员工和经理就绩效问题所进行的双向沟通的一个过程。在这个过程中，经理与员工在沟通的基础上，帮助员工定立绩效发展目标，通过过程的持续沟通，对员工的绩效能力进行辅导，帮助员工不断实现绩效目标。在此基础上，作为一段时间绩效的总结，经理通过科学的手段和工具对员工的绩效进行考核，确立员工的绩效等级，找出员工绩效的不足，进而制定相应的改进计划，帮助员工改进绩效提高中的缺陷和不足，使员工朝更高的绩效目标迈进。2 绩效考核的作用 第一，实行绩效考核的原因及实行绩效考核的好处。有效的绩效考核会为我们的日常管理工作带来事半功倍的巨大效用，你会发现，如果绩效考核运用得当，每个人，包括员工、上级主管和企业都将从中获得明显的帮助。我们经常发现上级主管对下列事情深感烦恼：需要进行过细的管理并深入到每一个具体事务中去，时间不够用；员工们对其本身工作缺乏了解，工作显得不够积极主动；在对谁应该做什幺和谁应该对什幺负责等问题上也存有异议；员工们提供给经理的重要信息实在太少；问题发现得太晚以致无法阻止它们扩大；员工们重复犯相同的错误。尽管绩效考核不能直接解决所有的问题，但它为处理好其中大部分管理问题提供了一个工具。只要管理者投入一定的时间，和员工形成良好的合作关系，绩效考核就可以：使上级主管不必介入到所有的具体事务中；通过赋予员工必要的知识来帮助他们进行合理的自我决策，从而节省管理者的时间；减少出现当上级主管需要信息时没有信息的局面；减少员工之间因职责不明而产生的误解；通过帮助员工找到错误和低效率的原因来减少错误和偏差（包括重复出错的问题）。第二，绩效考核作为一个与员工合作完成的过程对员工的益处。经理在工作中有诸多烦恼，员工在工作中也有很多烦恼：不了解他们自己是工作得好还是不好；不知道自己有什幺样的权力；自己不能做任何简单的决策；工作完成很好时没有得到认可；没有机会学习新技能；缺乏完成工作所需要的资源等等。绩效考核可以解决这些复杂的问题。它要求定期举行提高工作质量的座谈，能使员工得到有关他们工作业绩情况和工作现状的反馈。有了定期的交流，他们对于自己得到的考评就会非常清楚。而且，由于绩效考核能帮助员工搞清楚他们应该做什幺和为什幺要这样做，因此它能够让员工了解到自己的权力大小-即进行日常的决策，从而大大提高工作效率。 总的来说，绩效考核作为一个有效的管理工具，它提供的绝对不仅仅是一个奖罚手段。它更重要的意义在于为公司提供了一个信号，一个促进工作改进和业绩提高的信号。公司里对部门的绩效考核是对公司各个部门管理的有效工具。并且为公司提供促进部门工作改进和业绩提高的信息。作为公司组织结构中的重要组成部分，部门业绩是公司业绩的基础，部门的绩效考核对整个公司的绩效考核的提升作用表现出来的意义是非凡的。有了雇佣关系，就开始了绩效考核。只不过旧式的绩效考核均是内容比较简单，强调单向性，忽略人本的考核，越往前也越是如此。现代绩效考核伴随人力资源管理科学的发展和完善，伴随客户至上理念的形成及客户关系管理的流行，伴随关系管理和互动管理的需要，更伴随新的管理技术的成熟与市场竞争的成熟而日益成为企业管理的基本内容和竞争力源泉。从当前绩效考核的名称或者侧重点上来讲，名目繁多，各衷其是。但其实质均大同小异，360度考核法是其极具代表性的一种。360度考核一反传统的由上司考核下属的作法，而是由上司，同事，下属，客户四方面进行全方位的考核，从理论上讲这是科学的，或者说中是必较完善的。3 绩效考核制度有效执行的条件讨论并探讨失败的原因绩效考核作为人力资源管理的一个模块跟人力资源管理一样，是现下一个“热门”的职业或者话题。说其热是因为几乎没有人不知道或者不希望参与这一职业(从职业资格的考试和人力资源专业的招生可以说明这一点)，大概是因为世界著名企业的绩效考核制度和人力资源管理制度创造了世界奇迹的缘故。但是，另一方面，与很多人都热衷于绩效管理形成鲜明的对比的是绩效管理制度维护的高成本和管理本身所带来的变革对企业的触动与所带来的阵痛的了解与接受。这是造成绩效考核普遍不能有效持续的主要原因。下面通过绩效考核制度有效执行的条件讨论并探讨失败的原因：3.1人力资源管理的定位人力资源管理工作毕竟还是一个年青的行业，加之脱胎而来的人事管理仅仅属于人事部门的格局限制，至今很多员工都仍然认为人力资源管理工作是人力资源部门的事，甚至很有一部份主管也是这样认为。并且他们普遍认为人力资源工作只是一种光投资不产生效益的吃力不讨好的工作，这种认识和定位对人力资源工作的全面地真正地开展形成了制约。事实上，成功企业的经验事实和管理权威的研究表明：人力资源管理是整个公司的涉及战略范围的大事，也是需要由各部门各级主管全体员工投入进行的细致的工作，合格的部门主管首先应该是半个合格的人力资源管理经理。人力资源管理工作的好坏与各部门主管和各级主管有不可分割的关系。人力资源管理工作的提升首先应该是各部门工作职责的重新认定和各级主管及全员的认识升级，没有准确正确的定位，单靠人力资源部门或者单人力资源部门经理，工作一开始就已经打了折扣。3.2绩效考核制度与公司战略的联系人力资源管理战略服从于公司总体战略，人力资源管理工作服从于人力资源管理战略。绩效考核工作的内容理所当然应该反映或者围绕企业战略的实现，或者说计划和实施绩效考核的工作应该站在影响公司战备目标达成的层面。不认识到这一点或者不从此高度理解问题，或者绩效考核不能支持公司战略的落实都是不科学的，也是不会有好的结果的。3.3高层的身体力行通观很多国内外企业的管理工作的执行情况，我们发现虽然高层全力投入不一定能100%保证项目成功，但是没有高层的支持和身体力行的项目就绝对不会成功。上MRP，上ERP，上CRM或者人力资源管理项目均是一样。高层的参与与支持常常表明一种资源保证和全力完成某事的意味，所以高层在导入新的管理或者构建新的管理平台时，必须能够有效的利用这种可以优化资源的方法。而不必总把自己放在老总的位置上，认为做事是员工和干部的事，这是一种认识的误区。高层的参与在中国背景的员工面前有很强的政治鼓动性，国人对行政力量的崇拜导致常常对待企业的主管也可能是一种对待行政领导的情结，利用好这种心理优势是每一个成功企业家都应该明白的。 古人有“刑不上大夫”的说法，兵法中也强调身先士卒而所向披糜的论述和事例，每一个部门每一个小单位如果都是一把手亲自抓一项工作，一把手亲自服从规章制度，接受制度的检阅，则员工的士气可想而知，应该没有甚么事不会成功的。 最高层的身体力行虽然可能造成最高层的精力的分散或者其它问题的出现，但是一个不了解下属在干甚么，或者不能有效地督促下属去干甚么从而导致公司投入化为泡影的高层，不但会在稍纵即逝的市场机会面前错失良机，而且会由于公司频频失败的管理导致领导的个人影响力的下降，导致管理团队的威信的下降，导致客户对企业的认识异化和信用的降低，从而丧失竞争力。3.4管理硬件的支持全面的绩效考核离不开人的操作和参与，但是如果所有的工作都由人来完成，则此项工作的效益和投资成本的比例就不是360度考核的初衷了。360度考核管理之所以在今天才成为有力的工具，是与现在企业所能承载的支持平台分不开的。当然，新的管理平台的构建和相应设施的置办都需要资金的支持，一个企业有没有能力，有没有胆识投资这一块是一个考验，投进去有没有能力经营好又是一个考验。很难想象在18世纪的车间里生产出现在要求的产品并且具备相同的竞争力。3.5公司相关人员及对应客户的整体素质及配合度 中国的企业管理和产品线呈现一个多代并存的宽幅状态，这是取决于多方面因素的，其中一项就是企业的人员综合素质。搞IT的不如搞咨询的，搞电子业不如搞IT的，搞机械的不如搞电子的，从管理平台到人员素质到组织结构到产品类型都是相互匹配的。所以一个企业的360绩效管理因为涉及上司，下属，和客户，这些有关方面的素质和配合度也是构成绩效管理成功的要件。 3.6短期效益与长期效益的关系上新的管理制度，未可避免会对当前的业务造成或大或小的冲击。是想方设法处理当前的业务并积极的投入新制度的建立与完善，还是以当前业务忙为幌子拒绝新东西的介入。改变是痛苦的，以及“一个人不是不愿意改变而是不希望被别人改变”，明白这些道理，公司高层和人力资源部应该在工作导入的细节上细致入微地规划。 一方面严格地要求完成项目的进度和质量，另一方面要尊重各级主管和全体员工的现状，采取适当的缓解措施。在这个问题的处理上，必要时可请外来的和尚来念念经，适当让部门主管走出：同在一朝为官，干非要听你人力资源部经理的摆布这样一种不健康的心态，但很多人就是走不出这种阴影，走不到职业经理人的行列。处理好当前利益与长远利益的另一关键点在最高层，如果最高层不能正视这一点，并且有意无意纵容有些行为，人力资源部门的日子就不好过了。3.7考核项目内容设置(KPI)360度绩效考核要确定哪些内容，这些内容与公司的战略目标的关系如何，项目结构是否合理，对应的激励措施和惩罚措施是否是员工希望和担心的。关于这些方面在制度生效之前就应该进行充分的讨论。合理的绩效考核内容应该具备结构合理，主次分明，不同的评估侧面有不同的侧重点。各个不同侧面的评估结果应该有良好的综合机制，也即合成机制，要完成对一个人的业绩的全面的评价。3.8企业文化对绩效考核的支持作用进行新的绩效考核制度的实施，也是一种变革。企业的企业文化是否包含有鼓励创新和变革的基因，以及适应创新和变革的结构和人力资源，是360度绩效考核的能否成功的深层原因。一定程度上讲，不管是高层的参与还是对于变革的态度与支持都可以归根到企业文化上来，企业文化本身的蕴育能力和创造能力对公司的发展起着重要的作用。重视企业文化， 建设企业文化，优化企业文化，这是以最高层为主导的以人力资源部为主力的综合的系统的长期的工程。这项工程不会在短期有所见效，但一旦形成特定的文化，企业将受益无穷。明天的竞争是文化的竞争，道理就在此。3.9全面管理的基础360度的绩效考核管理应该是属于一种中上层次要求的管理了，要实施这样一个制度或者计划，必须对自身的底子有个清楚的认识。也就是说企业内部管理的基础是否能够满足更高一层的要求，如果没有打好基础就直接上马新东西很可能就是动物园管理员只加高围栏而不关门导致袋鼠总是关不住跑出来的故事(世界经理人网站管理沙龙)。所以，夯实基础管理，打好武功底子是前提。3.10执行团队的组建及工作单纯由人力资源部经理牵头推行360度管理，在基础比较好，有相应的文化底蕴的企业里不是不可以，但是如果在一般的企业里，人力资源部经理很可能会成为两头受气的老鼠，上面有压力，下面不配合，个人忙个半死也效果甚微，到头来的结果直接就是上下都要求你走人。所以在项目开始之初就应该建立一个团队或者小组负责项目的推行，并且最好有最高层的成员在其中挂职，最高层设立定期问责制，各部门经理或者相关的总监也是小组的成员。当然，这样的做法也只是相对可能会好一点，并不是绝对的保证，它取决于其它各方面配合。3.11全体员工的理解和支持绩效考核制度不管如何变革，重点的对象或者主要的对象都是广大员工，所以没有广大员工的理解与支持，没有建立在与员工充分沟通基础上的制度最终都不会很好的执行。如果部门主管有抵触，员工又跟着瞎起哄，四面楚歌的局面没有几个人能够克服。做好战前的准备工作，做好宣传工作，做好企业内部的统战工作，是一炮打响或能有效执行的前奏。3.12客户意见的利用客户对企业的内部管理起着一定程度的导向作用，客户又可能决定着企业的发展，合理利用客户对企业的要求和提升的压力，把人力资源部门无法完成的或者不被重视的问题通过结合客户的要求来达到也未尝不可。但是这类问题的处理对是否具备驾驭全局的能力是有严格的要求的，如果没法操作，宁愿还是保守一点的好。3.13动态的沟通和反馈现代的绩效考核区别于旧的体制的方面还在于绩效考核是动态的而不是静态的，是双向的而不是单向的，是多维的而不是一维的。通过计划及制度的实施所得的结果是否能在进行相应的奖惩措施进行的同时给员工反馈详细的考核内容，是否有助于今后员工的再考核与发展，以及是通过考核来达到员工的绩效提升和成长，还是为考核而考核是有千壤之别的。有许多企业都在采取绩效面谈的方式进行反馈，也接受员工的反馈。实质上，整个绩效考核的过程：绩效计划动态持续的绩效沟通绩效评价绩效诊断与辅导绩效再计划，仍然遵循PDCA的流程，通过这种螺旋形的上升后，企业管理会步入新的阶段。3.14处理好绩效考核的及时性及滞后性一般情况下，绩效考核总是“马后炮”，总是在做发生以后的事情的评判，这种考核的滞后性是不利于员工的成长的。未来的绩效考核应该是超前性与及时性及滞后性结合的模式，绩效考核不光是为了给员工的成绩做个总结，更是希望通过考核达到指导员工的工作，激励员工的工作，甚至帮助员工进行职业生涯的规划。 综上所述，我们看得出推行一项制度，进行一项变革，需要多少台下的工作，任何一样的疏忽都可能成为你前进中的羁绊，成为有你的软肋和练门。 现代企业的绩效考核制度应该朝着规范化方向发展。绩效考核是人力资源管理的一个核心内容，很多企业已经认识到考核的重要性，并且在绩效考核的工作上投入了较大的精力。但目前许多国有企业的绩效考核工作仍然存在一些误区。如何对员工的绩效进行考核，是企业管理者所面临的一个重大问题。实施绩效考核时，出现问题是在所难免的，能够清楚地知道问题的根源所在，并有针对性地、及时准确地组合适当的方法和技术手段来消除各种设计、运作中的问题，有效地激发员工的参与意识.对绩效考核中出现的各种问题应该予以正视、分析并解决，从而充分发挥人力资源绩效考核在激励员工、培育企业文化、提升企业核心竞争力的巨大作用。本文认为，解决绩效考核所存在的问题不能有问题才解决问题，应该对绩效考核体系科学设计的基础上，预测可能发生的问题，根据既定的程序进行解决。因此，设计出科学的绩效考核体系才是最重要的，我国很多企业还没有形成完整的绩效考核体系，需要我们去探索，去解决。“没有最好只有更好”,我们期待着更为优秀的考核体系的产生。The soft rib that Performance evaluation1. meanings of results managementsDo a results management, want to clear up first what is a results to manage, only let manager and employees all understand what is a results management, they would would like to participate with performance, would like to be this but changeResults management is employee and manager as results problem carry on of the double is to a process of communication. In this process, the manager and employee helps employee to certainly sign a results development target on the foundation of communication, pass a keep on of process communication, carry on a guidance to the employees results ability and help employee to continuously carry out a results target. Be the summary of a period of time results on this foundation, the manager passes means and tool of science to carry on investigate to the employees results, establish the employees results grade, find out the shortage of employees results, then draw up a homologous improvement plan, help employee to improve the blemish and the shortage in the results exaltation and make employee dynasty higher results target move forward.2. functions of results managements The first practice the advantage of the reason and execution results management of results management. Valid of results management would bring the huge effect of half effort and double results for our daily management works, you will discover, if the results management makes use of properly, everybody, including employee, upper grade supervisor and business enterprises all will acquire an obvious help from it.We usually discover the upper grade supervisor to feel keenly annoyance to the following affair: Need to be once carried on to thinly manage and go deep in to go to in each concrete business, time isnt enough to use; The employees as to its oneself the work lack understanding, the work seem to be not enough actively active; At to who should do Shi Mao and who should be responsible for the Shi Mao to wait a problem, the top also saves to have objection; The employees provide really too little to the important information of the manager; The problem discovers too late with the result that cant obstruct their extension; The employees again make a same mistake. The cant directly of the results management of the Though the work out all problem, the it for problems provided of the of management of the greatly part of the among them of the processing very a tool. Want is only the governor throws in certain time, become a good cooperative relation with employee, the results manage can: Need not make the upper grade supervisor get involved to all concrete businesses in; Pass to give employee the knowledge of the necessity to help them to carry on reasonable ego decision, save time of governor thus; The decrease appears to be the situation without information for upper grade supervisor to need information; Reduce the employees because the job not clear but output misunderstanding; Pass a help employee to find out the reason of mistake and low efficiency to reduce mistake and deviation.(include to again come amiss of problem)The second, the results management is the advantage that 1 and employee cooperates finished process to the employee. The manager has many annoyance in the work and the employee also has much annoyance in the work: Dont understand them by themselves is work so still not good; Dont know that oneself has the power of the kind of Shi Mao; Oneself cant do any simple decision; The work completes very so hour do not get approbation; The study new technical ability of opportunity to have no; Lack the resources etc. that the completion work need. The complicated problems of the out these of the management can of the The results work .It requests to periodically hold an exaltation work the group discussion of the quality, can make the employee get the feedback concerning their work accomplishment circumstance and work present condition. There is periodical exchanges, they will be very clear for getting by themselves of examine. And, can help employee to make to know that they should do Shi Mao because of the results management and want for the Shi Mao so do, so it can let the employee understand to own power size-namely carry on daily decision, thus and consumedly raise a work efficiency. Total of to say, results manage is a valid management tool, it provide of absolutely not only only is a prize to punish means.It of more important meaning lay in to provide a signal for the company, a help the work to improve and the accomplishment raise of signal. The results management of the inside of the company to section is to the valid tool of the company each section management. And provide to help the section to work to improve the information which raises with accomplishment for the company. Be the importance in the company organization structure to constitute part, the section accomplishment is a company the foundation of the accomplishment, the results management of section to the whole results of company manage of promote the meaning that function performance come out is uncommon.Employed a relation, started results investigate. The results of only old types investigate all is a contents more and in brief, emphasize one-way and neglect a person originally of investigate, more before go toward also more is such. The modern results investigates the development of management science of chaperonage human resource with perfect, accompany with the fad that customer the formation of highest principle and customer relate to a management, accompany with the demand of relation management and interaction management, accompany with more new of manage technical maturity and market to compete of maturity but become basic contents and competition ability source of business enterprise management day by day.The name investigated from the current results perhaps lays particular emphasis on a point to come up to speak, the title is numerous, each Zhong it BE. But in fact the quality be all almost identical and 360 degrees investigating a method is that it is very representative 1 kind.360The degree investigate an anti- is traditionally investigated the subordinate method by superior, but from superior, colleague, inferiority, customer everywhere the noodles carry on all-directionsly investigating and speak this to be science from the theories of, or say medium is necessarily more perfect.3 Performance evaluations the condition discussion that the system effectively carries out combine the reason of study failureResults investigate is a mold piece of human resource management to manage with human resource similar, is a popular occupation perhaps topic now. Say it hot is because almost no one doesnt know perhaps dont hope to participate this occupation(professionally solicit students and can explain this from examination and human resource of occupation qualifications), probably is because of Zhao in the world the results of the business enterprise investigated system and the management system of human resource to create world miracle of cause. But, all fall overboard for a results management formation with many peoples on the other hand fresh clearly what to contrast is the high cost of maintenance of the results management system and management oneself bring of change to the touch of business enterprise and understanding of the waves of pain bring with accept. This is result in Performance evaluation widespread cant effectively keep on of main reason. Below investigate the condition discussion that the system effectively carries out through a results combine the reason of study failure.3.1The fixed position of human resource managementThe management work of human resource after all still a young profession, add the structure and form restriction that it takes off foetus and comer matter management to only belong to a personnel section, up to now a lot of employees all still keep think the management work of human resource is the business of human resource section and even have much of a partial supervisor is also so think. And they are widespread to think that human resource work is just a kind of to only invests not to produce a performance of thankless of work, this kind of understanding and fixed position to human resource work of completely and really openned an exhibition to become a check and supervision.Succeed in fact the experience fact of the business enterprise and the research enunciation of the management authority: Human resource management is the important event that the whole company involves strategic scope, is also need is carry on by each section all levels supervisors all employees devotion of the work of delicacy, the qualified head of department should be that the half is qualified first human resource management manager. The quality and each head of department and all levels supervisor of the management work of human resource has an indivisible relation. Human resource management work of promote first should be afresh affirm of the each section work job with all levels supervisor and whole memberses of the understanding get stripe, there is no accurate and correct fixed position, list depend human resource section perhaps single human resource section manager, the work has already offer discount in the beginning.3.2 Performance evaluations system and the company strategic contactHuman resource manage strategic obey total strategic at the company, human resource management work the obedience manages at human resource strategy. Performance evaluations the contents naturally of work and should reflect perhaps and around the business enterprise strategic realization, or say plan and implement Performance evaluation of works should stand be influence the company war preparedness target reach of level. Incognizant arrive this perhaps not and from now on and highly comprehend a problem, perhaps results investigating and cant support the company strategic implementation be all not scientific, is also the result for come to a bad.3.3 The key figures earnestly practiceThe performance circumstance that management of domestic and international business enterprises with a lot of view work, we discover although the key figures with all strength throw in uncertain ability 100% promise item success, have no key figures support and earnestly practice of the item would never succeed. Last MRP, top ERP, ascend CRM perhaps human resource a management item is all similar.Key figures participate to usually express a kind of meaning that resources promises and with all strength completes a some matter with support, so key figures at duct in to lately manage perhaps set up new management terrace, have to can effectively make use of this kind of can excellent turn the method of resources. But need not always put oneself on the old and total position, think to work to be the business of employee and staff and this be a kind of mistake area of understanding.The key figures participate in employees in front of Chinese background to have very strong politics to stir up sex, the adoration of the people to administration strength causes the supervisor of treat the business enterprise usually be also likely to be kind of feeling knot which treats an administration leadership, and exploitation good this kind of mental advantage is each success entrepreneur and should understand. The ancients contains the parlance of the Xing doesnt ascend doctor and also emphasize in the art of war body first private soldier but to treatise and case which covers with Mi, if each section each small unit is all handle knob to grasp a work in person, a handle knob obeys regulation system in person, accept inspect of system, the employees morale then is imaginable, should have no what the matter will not succeed. The tallest layer earnestly practice although may result in the dispersion of the energy of the tallest layer perhaps the emergence of other problems, 1 dont understand an inferiority at the stem what, or cant availably speed up inferiority dry what cause the companys devotion vanish like bubbles thus of key figures, not only will be flit of the market opportunity in front blunder away good opportunity, and meeting because the company again and again fails of the management cause descend of personal influence of leadership, cause descend of prestige of manage the team, cause the customer lower the understanding alienation of business enterprise and the reputation, lose a competition ability thus.3.4 Manage support of hardwareThe overall results investigates an operation of can not get away from the person with participate, but if all works are complete by person, this performance of the work and the comparison of the investment cost then wasnt a 360 degrees original intention for investigate.360Degree investigates a management of so just become emollient tool today, is the support terrace inseparable which cans load with now business enterprise.Certainly, lately of manage set up of terrace and correspond buy of facilities all support of need the funds, a business enterprise has ability and have a courage and judgment investment this a cake of is a test, hurls going in the ability of have management is so a test again. Very difficult imagination the production appears in the product of request and has a same competition ability in the car for 18 centuries.
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