英语高手请进：帮我翻一下

来源：百度知道 编辑：UC知道 时间：2024/05/25 04:14:04
我国加入WTO 后，我国企业面临着越来越激烈的竞争。企业之间竞争归根到底是人力资源管理的竞争。绩效考核是人力资源管理中非常重要的一部分。实施绩效考核的首要步骤是设定有效的关键绩效指标体系。有效的关键绩效指标使绩效考核的结果更加准确，这是企业进行晋升、奖惩、调配等的依据，而且这是对员工工作业绩的一种肯定，可以使员工体验到成功的满足，从而最大限度地激发员工的工作积极性、主动性和创造性，进而确保企业战略目标的实现。而我国企业在实施KPI绩效管理时存在一系列问题，其主要原因在于大多数企业没有一套有效的关键绩效指标体系的设定程序及方法。
本文根据目前我国在构建关键绩效指标体系存在的各种问题，对关键绩效指标的特点、设计原则、设计依据、设计方法及设计流程等几个方面的问题进行分析探讨，并提出针对我国企业特点的一些建议。

After China's accession into WTO, its domestic enterprises are facing increasingly fierce competition. The competitions among the enterprises are ultimately decided by the competiton of human resources management which takes performance appraisal as its most important part.To realise the appraisal of the performance, the first step is to establish an effective key performance indicators system which makes the result of the appraisal more accurate. And that is the factor that can help effect promotion, rewards and punishment, and turnovers. At the same time, it is also a positive recognition of the excellent performance of the staff, which gives them experience of success. In this way, it enables the staff to give full play to their initiative, enthusiasm and creativity, which in turn ensures the realization of the company’s goal. However, in the implementation of the KPI performance management in our enterprises, there are many problems. The main reason is that there is no effec