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.
根对目标测量项目和组合的绩效，允许管理人员回答以下问题。
Measuring project and portfolio performance against goals (metrics) allows managers to answer questions, such as.
阿什·肯纳斯表示，有可能的话，可以将这些价值纳入管理人员的绩效评估。如果管理人员完成了业绩目标，却未能实现企业文化预期，那么你需要对其进行公开地批评。
When possible, build these values into managers' performance assessments and don't be afraid to make public firings when people hit their Numbers but fail to meet cultural expectations, Ashkenas says.
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.
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.
负责包装团队人员管理，包括目标设定，绩效考核，培训等等。
Responsible for package team people management, including objective setting, performance management, training, etc.
它可以通过组织或具体管理者绩效衡量与存在的明确绩效目标的对比表明。
This can be indicated by the existence of explicit performance goals against which the organization's and individual manager's performance is measured.
定期进行绩效考核和目标设定，定期沟通和总结，致力于人员管理的持续改进。
Perform KPI and target setting regularly, keep communicating and summarizing regularly, focus on continuous improvement about staff management.
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.
关键业绩指标(KPI)是把企业的战略目标分解为可操作的工作目标的工具，是企业绩效管理的基础。
Key performance Indicator (KPI), a tool to divide business strategic goal into the exercisable target, is the basis of the business performance management.
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.
得出以客户经理岗位工作分析为基础的以关键指标体系，以目标管理为核心的绩效评价指标体系。
The system after research is with Sales Manager working analysis as the key index, and with the target management as the core.
此评价指标体系具有战略管理的功能，可促使医院根据战略目标不断改进绩效，促进医院综合竞争力的提高。
This evaluation system is of strategic function in promoting hospitals to improve their performance and integral competitive strength .
绩效： – 经由最具效率的渠道到达至目标客户群体–具备适用于客户购买流程以及业务问题的讯息和方案? ?信息及分析工具识别，开发和管理其中的最佳机遇。
With messages and approaches appropriate to the customer's buying process and business problems ? Information and analytical tools ? Identify, develop and manage their best opportunities.
绩效管理所追求的目标就是企业的高效运作和高质量、高效率的收益回报。
The goal of performance management is the efficient operation and high quality and high efficiency gains.
绩效考核评价的方法众多，目标管理考评法在选煤企业有广泛的应用基础。
There many methods to evaluate plant achievements, among which the evaluation method of target management has a certain basis on its wide application in coal preparation enterprise.
绩效考核与管理是医院人力资源管理的重要环节，有效的绩效考核管理是组织目标顺利实现的有力保证。
The assessment and management of performance is an essential part of human resources management and the efficient assessment is sure to realize the organization goal successfully.
论文基于上述分析，认为基于战略目标导向的绩效管理是保险企业的必然选择。
On the basis of the above-mentioned analysis, this dissertation concludes that the strategic-target-oriented performance management is the necessary option of the insurance companies.
具备制订岗位要求，设计工作流程，和优秀的目标管理、绩效管理能力。
With the development requirements of the posts, design work flow, and excellent management by objectives, performance management capacity.
战略绩效管理作为企业实现战略目标、培养核心竞争力的重要手段，被越来越多的运用到企业的管理实践中去。
As the means to achieve enterprise strategic objectives and the core competitiveness, Strategy Performance management is more and more applied to the management practice.
使管理者学会如何有效应用预算与控制作业以达成经营目标并提高绩效。
Enable managers to effectively use budget and cost control to achieve company objectives and generate high performance.
结果：各岗位明确了工作要求，主动开展员工的自我管理，并对照绩效考核目标完成本岗位工作。
Position description and reasonable performance evaluation criteria were established through analyzing the characteristics, task and work flow of every position.
企业的绩效管理包括：绩效考查、绩效控制、绩效反馈、绩效运用和目标管理五个维度。
The performance manage includes five dimensions: performance examination, performance control, performance feedback, performance application and objective management.
它包括战略目标体系、绩效指标体系、组织责任体系、绩效管理过程体系四个模块。
Its four modules include that of strategic target, of achievement index, of organizational duty and of achievement administrating process.
本文重点介绍被业界广泛应用的360度绩效考评、目标管理法、述职听证法、成功关键因素分析法等方法。
The key introduction of this paper conclude the 360 degrees examination comment and the management by object, report to hear certificate law and KPI methods etc.
本文重点介绍被业界广泛应用的360度绩效考评、目标管理法、述职听证法、成功关键因素分析法等方法。
The key introduction of this paper conclude the 360 degrees examination comment and the management by object, report to hear certificate law and KPI methods etc.
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