而绩效评估是企业进行人力资源管理的关键环节之一。
The performance evaluation is a key element of the enterprise human resources management.
而绩效指标、标准确定的最基本依据是绩效内容的界定。
The most fundamental basis of determineting the performance indicators are the definition of the content for performance.
而绩效较差的小公司迫于竞争压力，支付的工资往往最低。
It is commonly the small marginal firms, perhaps suffering from excessive competition, that offer the lowest wages.
而绩效管理在提升医院整体协调能力，提高医院管理者控制方面具有重要作用。
Theperformance management played the key role in the developing the coordination ability and enforcing the organizational managerial control.
人力资源管理是一个复杂的系统，而绩效管理是人力资源管理中最重要的组成部分。
Human resource management is a complex system, and performance management is the crucial part of it.
21世纪管理学的核心无疑是人力资源管理，而绩效管理则是人力资源管理的核心内容。
Performance Management is the central content of Human Resources Management which will be the core of the Management Science of 21st Century.
绩效评估在企业管理中起着至关重要的作用，而绩效评估的精确性又是确保绩效评估成功的关键。
Performance appraisal is one of the major points in enterprise management, and the precision of appraisal is the footstone for the success of performance appraisal.
而绩效管理作为现代人力资源开发与管理的中枢正是挖掘员工潜能、保护员工工作积极性的有效渠道。
However, performance management, a key point in modern HR development and management, serves as an effective channel to cultivate employees' potentials and protect their initiatives.
而绩效考评作为人力资源管理的手段具有重大意义，人员招聘、晋升、培训、确定报酬等均须以考核、评估为基础。
And the performance evaluation has the great significance as the human resources management method. The recruitment, promotion, training, rewards and so on must take the evaluation as the foundation.
通俗的讲，布鲁克斯定律昭示了：项目的复杂度和通讯成本会以开发人数为基础，呈现平方指数的增长态势，而绩效则仅能直线上升。
More generally, Brooks's Law predicts that the complexity and communication costs of a project rise with the square of the number of developers, while work done only rises linearly.
而绩效管理在这个系统中占据着核心地位，起着举足轻重的作用。绩效管理工作贯穿于人力资源管理的各个环节，是人力资源其他各项工作的基础。
While the performance management is the core of the system, which is the basic of other human resource work and run through all the links of the human resource management.
一个公司的绩效可以通过其他方式得到改善，而不是通过改变可能是经验上正确的但与顾问利益相反的薪酬体系。
A company's performance can be improved in some other way than by altering its pay system may be empirically correct but contrary to the consultants' interests.
在1995-96年到2003-04年间，仅机构绩效奖学金一项就增长了212%，而基于需求的奖学金增长了47%。
Between 1995-96 and 2003-04, institutional merit aid alone increased 212%, compared with 47% for need-based grants.
然而，为了平等而模仿竞争对手的薪酬政策，意味着忽视了薪酬作为一种强调长期绩效的手段的价值。
However, mimicking the compensation policy of competitors for the sake of parity means neglecting the value of compensation as a means of stressing long-term performance.
我宁愿尽可能早地知道这些，而不是在我的绩效评审的时候，或者更糟的是在我的辞退面谈时才知道。
I would rather know this as soon as possible, rather than having it pointed out to me at my performance review, or worse, at my exit interview.
老板通常会说，之所以辞退某个人，是因为一些绩效方面的原因，而埃里克·尼尔森却认为，这恰恰是对原告有利的证据。
Employers frequently say that they fired someone for performance-related reasons and that's where Eric Nelson sees an advantage for the plaintiff.
它很难设计得客观、不能公平的测量个人的绩效，而不考虑团队的努力。
It can be difficult to design an objective and fair measure of performance that does not emphasise the individual's effort at the expense of that of the team.
事实上，Sakurai先生思考的更深远，他甚至呼吁终结日本的年功序列制在这个体制下，员工的工资是与其工龄而不是绩效挂钩。
Indeed, Mr Sakurai goes even further, calling for the end of Japan's seniority-wage system (in which salaries are based on length of service rather than performance).
不过无论如何，人们已承认REDD计划的受惠国必须得到长期资助保证，其数额可能是每年数百亿美元，而报酬多少，则将视绩效而定。
However, it is accepted that REDD's beneficiary countries must be guaranteed long-term funding, perhaps tens of billions of dollars a year, and that these payments will be performance-based.
例如，本报告称，中国在150个国家中排在第30位，而诸如阿尔及利亚(第140位)等一些收入较高的石油出口国的物流绩效低于其潜力。
China, for instance, was 30th out of 150, while some higher-income oil exporters, such as Algeria (140th) performed below their potential logistically, according to the study.
经过多年对相关案例的研究，我发现绩效考核通常都只是主观的评定，它考核的往往只是上级对一个雇员是否“喜欢而满意”，而不是这个雇员给总体业绩做出了多少贡献。
In my years studying such reviews, I've learned that they are subjective evaluations that measure how "comfortable" a boss is with an employee, not how much an employee contributes to overall results.
而现在人们只对日益快速的绩效标准在意——每天的股票价格或追踪民意测验。
Now people respond to ever-faster performance criteria - daily stock prices or tracking polls.
但是那些严肃对待绩效评估并且评估体系用的很好的组织，它被视为持续的工作而不仅仅是一年一次的活动。
But in organizations that take performance appraisal seriously and use the system well, it is used as an ongoing process and not merely as an annual event.
错误地关注个人的绩效，而不是团队的成果；这样会导致团队成员不愿意花费时间互相帮助。
A harmful focus on individual performance, over team performance, which he notes is likely to discourage team members taking time to help one another out.
例如，中国和智利分别排在第三十和第三十二位，而较高收入组别国家(如那些石油生产国)的绩效往往低于其潜力。
China and Chile, for instance, rank 30th and 32 respectively, while countries in higher income groups, such as oil producers, tend to perform below their potential.
Lessons7是绩效相关指标的使用，日本公司采用ROS销售回报率来量测财务绩效，而美国公司持续采用ROI，学者认为强调ROI导致短期关注并对当前利润的进行妥协。
Lesson #7 is the use of the relevant measures of performance. Japanese companies use Return on Sales (ROS) to measure financial performance whereas US companies continue to use ROI.
布朗在一场公开采访中称，奖金应当基于长期的绩效而不是一年的业绩。
Brown said in a published interview that bonuses should be based on long-term performance rather than one year's results.
其他的因素，如培训、资源和人际关系，轻易的影响到绩效而不是个性。
Other factors, such as training, resources, and relationships, can easily affect performance in spite of personality.
其他的因素，如培训、资源和人际关系，轻易的影响到绩效而不是个性。
Other factors, such as training, resources, and relationships, can easily affect performance in spite of personality.
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