UC知道请英语达人帮我翻译成英语 谢谢啊！！高分高分！！！！
来源：百度知道 编辑：UC知道 时间：2024/05/22 20:37:49
绩效管理大致可分为四个阶段：绩效计划、绩效执行、绩效评估与绩效反馈阶段。绩效计划阶段是整个绩效管理循环的开始，也是对员工将实现的工作绩效进行相互沟通的过程。管理者需将整个企业的目标分级到各个部门以及员工身上，使员工在一定工作周期内了解自身的业绩目标和个人发展目标。 绩效执行阶段是凸显管理者沟通技巧的重要阶段，在这一阶段管理者应注意收集、观察员工的重要表现以帮助员工进行改进并作为以后考评的依据。 绩效评估阶段往往会因为缺乏评估标准出现评估误差的现象，而不同的评估角色在评估时也各有其利弊，如何顺利开展与有效运用是我国企业需要面对的一个问题。 在绩效反馈阶段，往往看到企业为了考核而考核的现象，缺失有力的激励制度鼓励员工是一大软肋所在。有效激励机制将使员工有极大的成就感和认同感，使他们为企业创造最大化的利益。
根据上述这些问题的改进我们同时可以得到一些新思路。即绩效管理成本化和360°考评法，这些崭新的看法将使我们站在全新的角度看到绩效管理，了解完善管理并发现解决问题的新思路。
请不要用很糟糕的翻译软件来复制黏贴 我需要地道一点的 谢谢大家了！！
In the modern enterprise competition, and efficient human resources management has become a magic weapon to win one. Enterprise human resources management in general, including human resource planning, recruitment and selection, performance management, payroll and benefits function modules. Which, performance management in the entire management system at the core of.
Performance management can be broadly divided into four phases: performance plan, performance execution, performance evaluation and performance feedback phase. Performance planning stage are the entire performance management cycle beginning as well as the staff will achieve the job performance of the process of mutual communication. Managers need to target the entire enterprise to the various departments, as well as classification of employees so that employees work in a certain cycle to understand their own performance objectives and personal development goals. The performance of the implementation phase are high