绩效论文外文参考文献近年

1，So What Would An Ideal Performance Appraisal Look Like?J ack N Kondrasuk. The Journal of Applied Business and Economics. Thunder Bay: Feb 2011. Vol. 12, Iss. 1; pg. 57, 15 pgs2，EVALUATING THE EVALUATOR: A CASE STUDY ILLUSTRATING THREE CRITICAL MISTAKES NO EVALUATOR SHOULD MAKE。Mary L Lanigan. Performance Improvement. Hoboken: Nov/Dec 2010. Vol. 49, Iss. 10; pg. 393，Systemic Bias in Federal Performance Evaluations: Does Hierarchy Trump a Performance Management Process?Dmitry V Eremin, James F Wolf, Colleen A Woodard. Public Performance & Management Review. Thousand Oaks: Sep 2010. Vol. 34, Iss. 1; pg. 74，Forced distribution performance evaluation systems: Advantages, disadvantages and keys to implementation。Susan M Stewart, Melissa L Gruys, Maria Storm. Journal of Management and Organization. Lyndfield: Mar 2010. Vol. 16, Iss. 1; pg. 168, 12 pgs5，Organizational Performance: Measurement Theory and an Application: Or, Common Source Bias, the Achilles Heel of Public Management Research。Kenneth J. Meier Texas A&M University Laurence J. O'Toole University of Georgia - Department of Public Administration and Policy2010

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：

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