绩效考核论文英文版文献

除此，还有很多这类的附上网址 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. 英文文献：

绩效考核的论文参考文献有哪些绩效考核能够有效提升员工的积极性，所以大部分的企业都会实行绩效考核制度。下面为您精心推荐了绩效考核的管理论文参考文献，希望对您有所帮助。绩效考核的论文参考文献:化工企业绩效考核管理模式探讨 [1]田伟.绩效考核、晋升激励与中国经济社会非均衡发展[J].统计与决策，2012，(01).[2]张毅斌中小企业绩效考核在人力资源管理中的问题与对策研究[J].现代工业经济和信息化，2011，(10).[3]孔玉生,童珍.绩效考核指标与组织目标一致性研究[J].财会通讯，2011，(11).[4]夏恩君,霍海涛,孙兰.浅析绩效考核在企业人力资源管理中的应用[J].北京理工大学学报(社会科学版)，2006，(05).[5]房艳君,贺亮.如何使360度绩效考核制度更有效[J].商业经济，2006，(10).绩效考核的论文参考文献:财务人员绩效考核分析 [1]周晓玲.基于绩效管理视角的财务人员绩效考核分析[J].财经界(学术版),2015(13):294.

广东工业大学学位论文科技硕士（普通硕士）绩效管理的大学教师目录总结余摘要二内容三目录六第一章引言背景研究的意义丰富了绩效管理研究领域优化性能评价方法2高校教师大学教师绩效管理提供了两个参考模型文献回顾国外相关研究国内相关研究主要研究内容和方法主要研究内容主要研究方法7第8章绩效管理综述相关理论绩效管理的概念和过程性能绩效评估绩效管理考绩和绩效之间的关系管理绩效管理过程绩效管理办法 360度评估方法（360Feedbacks）对象管理法（MBO）在关键业绩指标法（KPI）的平衡记分卡法（BSC）的12第三章现状的绩效管理和问题的分析14中国的大学教师现状中国的高校教师绩效管理教师评价分类量化指标普遍建立年度评估和考察干部相结合中国公司在绩效评估指标体系问题的高校教师缺乏一个健全的15个理论基础目标导向不明确评价体系还不完善中国的大学教师的工作表现在16个管理问题绩效评估的重点，没有绩效管理教师的参与，缺乏评估双方的不平等17第四章18高校教师绩效管理体系系统，建立了基于思想和进程系统的18个基点系统的概念系统的进程性能的大学教师计划分析28职位绩效目标设定绩效计划引进绩效评价指标体系的高校教师大厦指标体系的37个原则测定38绩效评估指标评价指标的41个重配置实施高校教师绩效评价测定考绩周期，绩效评估方法，以确定高校教师绩效反馈，有51个应用教师绩效反馈教师绩效的应用52第五章高校教师绩效管理系统评估及其启示现有的教师评价制度和绩效管理制度，53个比较从简单的评价，绩效管理，改变53从被动在评估的积极参与53个变化从教学和研究的重点考虑服务和道德的变动绩效评估的评价和绩效管理制度54个指标体系基本信息问卷统计和分析调查问卷调查结果具有广泛代表性的55个建筑表现在启示录56过程管理系统应充分相信教师应注意考绩比56的其他内容应该强调的是持续的，全面的沟通业绩管理制度应不断调整57结论58参考文献59学位期间发表学术论文60原创性声明61谢谢62

楼上的怎么回事？人家要求的是中翻英，楼上的把别人的答案翻译成中文，还累死他了。。。还是匿名回答。。。真是晕啊。。。 LZ还不选择最佳答案啊。。。。。。。。。