众文网1.绩效管理毕业论文英文摘要翻译
The importance of performance management is self-evident, as the core of human resources management which has been widely accepted. And the success or failure of performance management by the performance of the often decided by the Executive Force! The article analyzed the company before the public the reasons for the weak implementation of performance management, analysis of the reasons, then put countermeasures. Improve the company's human resources management level!。
2.关于绩效管理的英文原文和翻译
.sg/books?hl=en&id=nilxhOm9wD0C&dq=performance+management&printsec=frontcover&source=web&ots=TzdDUG7MkL&sig= Performance measurement is the process of assessing progress toward achieving predetermined goals. Performance management is building on that process, adding the relevant communication and action on the progress achieved against these predetermined goals.[1] In network performance management, (a) a set of functions that evaluate and report the behavior of telecommunications equipment and the effectiveness of the network or network element and (b) a set of various subfunctions, such as gathering statistical information, maintaining and examining historical logs, determining system performance under natural and artificial conditions, and altering system modes of operation.[2] In organizational development (OD), performance can be thought of as Actual Results vs Desired Results. Any discrepancy, where Actual is less than Desired, could constitute the performance improvement zone. Performance management and improvement can be thought of as a cycle: Performance planning where goals and objectives are established Performance coaching where a manager intervenes to give feedback and adjust performance Performance appraisal where individual performance is formally documented and feedback delivered A performance problem is any gap between Desired Results and Actual Results. Performance improvement is any effort targeted at closing the gap between Actual Results and Desired Results. Application Performance Management (APM) refers to the discipline within systems management that focuses on monitoring and managing the performance and availability of software applications. APM can be defined as workflow and related IT tools deployed to detect, diagnose, remedy and report on application performance issues to ensure that application performance meets or exceeds end-users' and businesses' expectations. Business performance management (BPM) is a set of processes that help businesses discover efficient use of their business units, financial, human and material resources. Operational performance management (OPM) focus is on creating methodical and predictable ways to improve business results, or performance, across organizations. Simply put, performance management helps organizations achieve their strategic goals. Rather than discarding the data accessibility previous systems fostered, performance management harnesses it to help ensure that an organization's data works in service to organizational goals to provide information that is actually useful in achieving them. and focus on the Operational Networking Processes between that performance level. The main purpose of performance management is to link individual objectives and organisational objectives and bring about that individuals obey important worth for enterprise. Additionally, performance management tries to develop skills of people to achieve their capability to satisfy their ambitiousness and also increase profit of a firm.绩效管理，或称效能管理，是一种管理模式，其目标是为了达到更好的绩效。
其大致上有下列几种分类：网路效能管理（Network performance management） 组织发展（Organization development,OD） 应用程式效能管理（Application Performance Management,APM） 企业绩效管理或业务绩效管理（Business performance management,BPM） 运营绩效管理（Operational performance management,OPM）。
3.求绩效管理相关的英文文章及翻译 十分感谢
Performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on performance of the organization, a department, processes to build a product or service, employees, etc. Information in this topic will give you some sense of the overall activities involved in performance management. Then you might enhance your understanding by reviewing closely related library topics referenced from the sidebar. For a description of Performance Management in the context of Information Technology, please see IT Performance Management.Contents [hide]1 Where PM is applied 2 Benefits 3 Organizational Development Definitions 4 See also 5 References 6 External links [edit] Where PM is appliedThe PM approach is used most often in the workplace but applies wherever people interact—schools, churches, community meetings, sports teams, health setting, governmental agencies, and even political settings. PM principles are needed wherever in the world people interact with their environments to produce desired effects. Cultures are different but the laws of behavior are the same worldwide. Armstrong and baron (1998) defined it as “A strategic and integrated approach to increasing the effectiveness of organizations by improving the performance of the people who work in them and by developing the capabilities of teams and individual contributors”It is possible to get all employees to reconcile personal goals with organizational goals. One can turn around any marginal business and increase productivity and profitability for any organization, with the transparent and hidden forces embedded in this process. It can be applied by organisations or a single department or section inside an organisation; as well as an individual person.The process is a natural, self-inspired performance process and are appropriately named the self-propelled performance process (SPPP).It is claimed that the self-propelled performance management system is:the fastest known method for career promotion; the quickest way for career advancement; the surest way for career progress; the best ingredient in career path planning; the only true and lasting virtue for career success; the most neglected part in teachings about management and leadership principles; the most complete and sophisticated application of performance management; the best integration of human behaviour research findings, with the latest management, leadership and organisational development principles; the best automated method for organisational change, development, growth, performance and profit; the quickest way for career building, career development and moving up on the stepping stones of the corporate career ladder; the surest and fastest way for increased motivation, productivity, growth, performance and profitability for both the individual and the organisation; the best career builder and career booster for any career; and inspirational, as it gets people moving, makes them self-starters in utilising own talents and initiative, automatically like magic. First of all, deriving from the strategic plan, a commitment analysis must be done, where a job mission statement is drawn up for each job. The job mission statement is a job definition in terms of purpose, customers, product and scope. The aim with this analysis is to determine the continuous key objectives and performance standards for each job position.Following the commitment analysis, is the work analysis of a particular job in terms of the reporting structure and job description. If a job description is not available, then a systems analysis can be done to draw up a job description. The aim with this analysis is to determine the continuous critical objectives and performance standards for each job.详文请留邮箱。
4.急求关于企业绩效管理的外文文献1篇
提供一些关于企业绩效管理的外文文献，供写作参考。
[1] Nilsson Fredrik,Kald Magnus. Recent Advances inPerformance Management:The Nordic Case .European Management Journal, 2002,Volume:20, Volume:20 (Issue: 3,) .
[2] Otley David. Management control and performance management:whence and whither .British Accounting Review, 2003,Volume:35, Volume:35 (Issue:4,) .
[3] bredrup, h. background for performance management .a. rolstadas(ed.). perpormance management: a business process benchmarking approach. london: chapman & hall, 1995a, .
[4] martin j eppler, oliver sukowski. managing team knowledge: core processes tools and enabling factors .european management journal, 2000,vos. 18, vos. 18 (no. 3) :pp.334-341 .
[5] Lebas , MichelJ. Performance measurement and Performance management .International journal of Production Economics, 1995,Volume: 41, Volume: 41 (Issue: 1-3,) .
[6] guzzo r ,& dickson. m. teams in organizations: recent research on performance and effectiveness .annual review of psychology. 1996,47, 47 :307-338 .
[7] susan l kichuk, & willi h. wiesner. the big five personality factors and team performance: implications for aelecting successful product design teams .journal of engineering technology management, 1997, (14) :195-221 .
[8] hackman, j. r. (ed.). groups that work(and those that don't work): conditions for effective teamwork .san francisco: jossey bass, 1990 .
[9] mary cjones, and allison w. harrison. research is project team performance: an empirical assesssment .information & management. 1996,31, 31 :57-65 .
5.求关于绩效管理的英文文章
.sg/books?hl=en&id=nilxhOm9wD0C&dq=performance+management&printsec=frontcover&source=web&ots=TzdDUG7MkL&sig= Performance measurement is the process of assessing progress toward achieving predetermined goals. Performance management is building on that process, adding the relevant communication and action on the progress achieved against these predetermined goals.[1] In network performance management, (a) a set of functions that evaluate and report the behavior of telecommunications equipment and the effectiveness of the network or network element and (b) a set of various subfunctions, such as gathering statistical information, maintaining and examining historical logs, determining system performance under natural and artificial conditions, and altering system modes of operation.[2] In organizational development (OD), performance can be thought of as Actual Results vs Desired Results. Any discrepancy, where Actual is less than Desired, could constitute the performance improvement zone. Performance management and improvement can be thought of as a cycle: Performance planning where goals and objectives are established Performance coaching where a manager intervenes to give feedback and adjust performance Performance appraisal where individual performance is formally documented and feedback delivered A performance problem is any gap between Desired Results and Actual Results. Performance improvement is any effort targeted at closing the gap between Actual Results and Desired Results. Application Performance Management (APM) refers to the discipline within systems management that focuses on monitoring and managing the performance and availability of software applications. APM can be defined as workflow and related IT tools deployed to detect, diagnose, remedy and report on application performance issues to ensure that application performance meets or exceeds end-users' and businesses' expectations. Business performance management (BPM) is a set of processes that help businesses discover efficient use of their business units, financial, human and material resources. Operational performance management (OPM) focus is on creating methodical and predictable ways to improve business results, or performance, across organizations. Simply put, performance management helps organizations achieve their strategic goals. Rather than discarding the data accessibility previous systems fostered, performance management harnesses it to help ensure that an organization's data works in service to organizational goals to provide information that is actually useful in achieving them. and focus on the Operational Networking Processes between that performance level. The main purpose of performance management is to link individual objectives and organisational objectives and bring about that individuals obey important worth for enterprise. Additionally, performance management tries to develop skills of people to achieve their capability to satisfy their ambitiousness and also increase profit of a firm. 绩效管理，或称效能管理，是一种管理模式，其目标是为了达到更好的绩效。
其大致上有下列几种分类： 网路效能管理（Network performance management） 组织发展（Organization development,OD） 应用程式效能管理（Application Performance Management,APM） 企业绩效管理或业务绩效管理（Business performance management,BPM） 运营绩效管理（Operational performance management,OPM） 参考资料：.sg/search?hl=en&q=performance+management&meta=。
6.求关于绩效管理的英文文章
A performance problem is any gap between Desired Results and Actual Results. Performance improvement is any effort targeted at closing the gap between Actual Results and Desired Results. Application Performance Management (APM) refers to the discipline within systems management that focuses on monitoring and managing the performance and availability of software applications. APM can be defined as workflow and related IT tools deployed to detect, diagnose, remedy and report on application performance issues to ensure that application performance meets or exceeds end-users' and businesses' expectations. Business performance management (BPM) is a set of processes that help businesses discover efficient use of their business units, financial, human and material resources. Operational performance management (OPM) focus is on creating methodical and predictable ways to improve business results, or performance, across organizations. Simply put, performance management helps organizations achieve their strategic goals. Rather than discarding the data accessibility previous systems fostered, performance management harnesses it to help ensure that an organization's data works in service to organizational goals to provide information that is actually useful in achieving them. and focus on the Operational Networking Processes between that performance level. The main purpose of performance management is to link individual objectives and organisational objectives and bring about that individuals obey important worth for enterprise. Additionally, performance management tries to develop skills of people to achieve their capability to satisfy their ambitiousness and also increase profit of a firm.。
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