无论目标是否可以实现，或者是否符合管理层对员工能力的认知，如果员工认为这些目标不可能实现，那么他们就会减少努力。
Regardless of whether goals are achievable or well within management's perceptions of the employee's ability, if employees see them as unachievable they will reduce their effort.
因此，管理者必须确保员工对他们的努力能够实现绩效目标有信心。
Managers must be sure, therefore, that employees feel confident that their efforts can lead to performance goals.
他使用“知识员工”以及“管理目标”这样的术语。
He used terms like "knowledge workers" and "management goals."
如果管理者一年能够花上半小时或更多是时间，为每个员工提供反馈的话，就更好了，然后就能为即将到来的评估设定新目标了。
half an hour or more, two or more times a year, providing every employee with feedback on performance, and then setting goals for the upcoming evaluation period.
衡量学习目标是否完成要有标准：当然，员工和管理者必须要知道学习目标应在什么时候完成。
Standards for measuring the accomplishment of learning goals: Of course, employees and their managers must have some way of knowing when (and if ) a learning goal has been completed.
跟交响乐指挥一样，CEO必须把公司的目标或意图传达给所有的管理人员和员工，然后引导企业运转以达到企业目标。
Like a symphony conductor, the CEO must convey the aim or purpose of the enterprise to all management and staff, and then direct the enterprise to operate to accomplish its single purpose.
为了激励员工，管理者需要表彰、奖励那些朝着目标——和基于员工每日的努力——所取得的成就与进步。
To motivate employees, managers need to recognize and reward achievements and progress toward goals by employees on a daily basis.
我们公司的目标之一是帮助员工学习新技能，如果他们在这很开心也很满意这里的管理制度，就像家庭一样，没人会愿意离开这里。
Our company's goal is to help ensure that staff develop new skills. If they are happy and they agree with management, we will be like in a family and no-one will want to leave.
员工对从管理者那里获得有关目标进程的正面反馈，他们就会受到鼓励，促使他们更加努力来实现目标。
When employees receive positive feedback from their managers for progress made toward achieving a goal, they will be encouraged to work that much harder to achieve it.
虽然有些公司管理层对没能实现财务目标会不那么坦率，但员工可以通过查对预算来判断公司的状况。
While some management may be less than forthcoming about missed targets for financial performance, workers can investigate a company's health by checking out the budget.
基本上，这是一个确保你对员工进行有效管理、并达成目标的问题。
Basically, that was a question of making sure that you managed your people well for them to deliver the results.
身为管理者，你的工作就是确保员工把精力放在目标，而不是那些紧迫而琐碎的事情上。
It's your job as a manager to take steps to ensure that employee focus remains centered on the goals and not on other matters that are less important but momentarily more pressing.
一名高效的管理者是这样的一种人，他所管理的组织、团体或者团队能够通过有才干积极的员工的努力来持续地高水平地达到目标。
An effective manager is one whose organization unit, group, or team consistently acheves high levels of goal accomplishment by a capable and enthusiastic workforce.
身为管理者，你测定、监督员工的基本目标就是帮助员工坚持日程表，看看他们是否需要其他的支持，而不是惩罚他们。
performance should be to help your employees stay on schedule and find out whether they need additional support, not to punish them.
目标设定不仅有助于员工有更好的工作表现，还有助于提高工作效率和时间管理能力。
It not only helps the employee to perform better but also increases his or her efficiency and time management.
绩效管理是管理者用来确保员工的工作行为和工作成果与组织目标保持一致的过程。
Performance management is the manager to ensure that their staff work behavior and work outcomes consistent with the process of organizational goals.
第四部分，对员工绩效管理系统设计的基础工作，即目标管理与工作分析，进行论述。
The fourth part discusses the element tasks of staff performance management system, including management by objectives and job analysis.
它需要相当多的时间和可能需要更多的努力，在调整管理的目标和员工个人目标。
It needs a fair amount of time and requires more effort in aligning the management objectives and the individual employee objectives.
前员工说，三星的工程师和中层管理人员很少被允许去思考高层人员提出的管理目标。
Samsung engineers and mid level managers are seldom allowed to second-guess management goals set by top bosses, former employees say.
本文就是试图从战略的高度来思考如何通过员工绩效管理体系的设计来帮助企业达到经营目标。
This article tries from a strategic viewpoint to consider how to assist an enterprise to attain the management target by designing Employee Performance management System.
对于大多数公司而言，管理者明白员工真正的职业目标比给员工一份可观的薪水重要得多。
For most companies, managers' ability to identify staff's essential career target far more outweighs offering them a satisfying salary.
绩效管理的理论基础是系统管理理论、目标管理理论和员工激励理论。
The theoretical base of performance management is system management theory, target management theory, and employee actuation theory.
本研究的目标是：建立人才管理规范与员工绩效之间的关系是否受到影响。
The objectives of the study were: to establish if the relationship between Talent Management practices and employees performance is affected.
管理者为了更好地调动员工的工作热情，将员工个人需求的满足与企业经营目标的实现联系起来，积极发挥激励效应。
Managers link the employee 's demand with the strategic target of enterprise so as to stimulate the employees' enthusiasm for work.
把改善工作环境、提高工作效率，减轻员工体力、减少工作时间、降低运营成本，增加经营效益作为建构便捷式管理模式的基本目标。
The basic goals of the proposed management mode are to improve work environment, raise working efficiency, reduce manual labor and working time, cut down operational costs, and increase revenues.
人力资源管理实践形成论坛，确保员工参与组织的活动，努力实现自己的目标。
Human resource management practices form forums that ensure employees get highly involved in the activities of the organization and work hard to achieve her goals.
主要目标是帮助管理者推动公司计划，但是员工的积极性也被认为是主要的优点之一。
Main goal is to help managers carry out company plans, but employee motivation is considered one of the key advantages.
目标管理是组织内部达成目标的过程，管理层和员工清楚并认可组织的目标。
Management by objectives is a process of agreeing upon objectives within an organization so that management and employees agree to the objectives and understand what they are in the organization.
人力资源管理根据企业现状和未来，有计划、有目标地开展工作，对管理人员、企业员工提出了工作要求。
Human resources management in accordance with the present and future enterprises in a planned, targeted work on the management of enterprise staff members and job requirements.
人力资源管理根据企业现状和未来，有计划、有目标地开展工作，对管理人员、企业员工提出了工作要求。
Human resources management in accordance with the present and future enterprises in a planned, targeted work on the management of enterprise staff members and job requirements.
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