绩效管理论文英文文献

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）

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) : . [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 .

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