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1、Performance evaluation usually also known as performance appraisal or performance is the enterprise borne by each worker in the work of the application of science and qualitative and quantitative methods, workers and the actual results of the enterprise value of the contribution or assessment and ev
2、aluation. It is an important corporate personnel management, strong corporate governance is one of the means. The purpose of performance evaluations by each individual assessment improve the efficiency, and eventually realize the goal of enterprise. In the enterprise for performance evaluation work,
3、 we need to do a lot of related work. First, the need for performance evaluation of the meaning of scientific explanation, the entire organization of a unified understanding. 绩效估计常常又称为绩效评估，业绩评价也称为绩效考核或者绩效。它是指工作中的每一个人所应用科学定性和定量的方法，员工及其工作结果，尤其是对企业的目标达成具有效益、具有贡献的部分。它是企业的推动力。这是一种很重要的企业人事管理，是强大公司的管理手段之一。
4、绩效评估的目的是对每个个体的效率提高，从而实现企业整体的目标。在企业的绩效评估工作中，我们需要做许多相关的工作。首先，需要绩效评估方法的科学解释，以及对整个组织的统一的理解。Performance appraisal is an integral part of modern organizational management tool. It is a periodic review and evaluation of staff performance management system, is in charge of or related personnel to staff the
5、work of the evaluation system. Effective performance appraisal, can not only identify each employees contribution to the organization or inadequate, but also on the whole of the management of human resources to provide decisive assessment information, so that we can improve organizational feedback f
6、unction, improve staff performance, but also Motivation, could also serve as a fair and reasonable reward staff basis. 绩效评估是现代组织管理工具中不可或缺的一部分。这是一个定期检查和评估员工表现的管理系统，是主管或相关工作人员对员工工作的评价系统。有效的绩效评估，不仅可以确定每个员工对组织的贡献或不足，同时它为人力资源的管理提供了决定性的信息，这样我们就可以改善组织的反馈功能，同时可以改善员工的表现，而且可以作为一个公平合理的奖励员工的体系。Performance appra
7、isal is the sum of a series of related concepts, which include: to the work, performance standards, evaluation, assessment interviews, in-service counselling. 绩效评估是一系列相关结果的总和，包括：工作、绩效标准、评价、评价访谈、在职咨询。Performance Assessment and Application Performance 绩效评估和绩效应用True performance management system is not
8、 just a simple set at the beginning of appraisal standards, and then evaluate the end of the year, but by the beginning of a performance plan for post-job himself clearly in the direction of the efforts in the performance of the ongoing efforts of the year, senior officers provide ongoing guidance a
9、nd feedback, to help complete the various layers of the target level. Therefore, a performance management system is not just the performance objectives of the completion of the final evaluation, and performance goals should be a whole process of comprehensive management, including performance object
10、ives determined in the implementation of the day-to-day or stage inspection and guidance, feedback, the amendment, the HKEAA , incentives, it is a cyclical cycle process. This cyclical process of the last cycle is a key step is: formulate scientific and rational evaluation methods, performance asses
11、sment and appraisal, and the right incentives. 真正的绩效管理系统不是开始时一组简单的评价标准，到年末进行估计，而是在一开始，就有计划、方向明确的向着绩效评估计划而不断努力，高级别的领导会提供向前的方向和反馈。来帮助员工实现不同水平的目标。这样，绩效管理系统不仅仅是客观的完成最后绩效评价，而绩效管理的目的应该是这样一个全面性的过程：包括日常中绩效目标的实现、阶段性的检查、指导、反馈、修正、HKEAA、奖励，是一个周期性的循环过程。这个循环过程的最后一个循环的关键步骤是：制定科学合理的评价方法，绩效估计和评价，以及正确的激励机制。Performanc
12、e Assessment examination usually led by the Human Resources Department is responsible for organizing, coordinating, the relevant departments to coordinate. 绩效评估考试通常由人力资源部门负责组织，以及对相关部门的协调。A performance evaluation 一个绩效评估(1) Purpose 目的The actual performance of the past performance and plan for the diff
13、erence between a formal evaluation to identify ways to improve and enhance the performance of the future. 过去的真实的绩效和计划的绩效一个来确定如何改进和提高未来性能的正式的评估。(2) evaluation and assessment content 评价和评估的内容1. Actual performance over the past year review and assessment, including the collection of key performance ind
14、icators or targets implementation of the results, and actual results will have set standards for the control and decide the scores level. 过去的实际绩效的审查和评估，包括手机关键性能指标或目标实现的结果，根据实际的结果设置标准来控制和决定成绩的水平。2. Performance for the next year to develop or adapt key performance indicators, objectives and capacity d
15、evelopment plans. 下一年的绩效是为了发展和适应关键性能的指标、目标和计划。3. Determine remuneration adjustments and incentive programme. 确定薪酬调整和激励计划(C) The results of the implementation of collection 收集实现结果1. Human Resources is responsible for organizing from the relevant departments or units to meet. 人力资源负责从相关的部门或单位来满足这个要求。2.
16、 The objective of the examination, during examination should be done prior to the meeting and some of the preparatory work, the performance of the officers concerned to collect specific implementation of the various aspects related to listen to the feedback: that the subordinate staff of the internal and external customer feedback. Relevant text files, data information, you recall peacetime observation. And the actual performance
