因为通过绩效评估，员工一般都能够从管理者手中得到相应的回报。
Because by through the performance appraisal, the employee always get the feedback from a manager.
这个问题要通过科学预算管理、加强绩效考核来解决。
This question should be through the science budget management, strengthening performance appraisal to resolve.
通过实践证明，该绩效管理体系是有效和可行的。
Finally, the performance management system is demonstrated effectively and feasibly through practice.
绩效管理的核心在于通过持续改进员工绩效，从而达到提高组织绩效的目的。
The core of performance management is to improve organization performance by improving employee performance continually.
IT要素除了直接影响知识管理行为外，通过直接路径的方式影响技术创新绩效。
Besides direct effect on Knowledge Behavior, IT factor has direct effect on Technology Innovation Performance.
通过一个绩效管理体系设计过程模式，阐述了各阶段的工作内容；
Then, this paper advanced a process pattern for guiding the performance management architecture design.
企业的管理者通过员工的行为、绩效考核信息的反馈来了解管理的效果。
Enterprise managers through employee behavior, performance appraisal management information to understand the effect of feedback.
通过这三个维度，本文探讨了文化冲突在绩效管理中的作用。
There is certain linkage between performance management and cultural conflict.
通过这三个维度，本文探讨了文化冲突在绩效管理中的作用。
There is certain linkage between performance management and cultural conflict.
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