《管理英语4》Unit 5 Reading 1
导语
绩效管理和评估是人力资源管理中重要环节，什么是绩效管理，什么是绩效评估，它们有什么作用，让我们一起去看看。
阅读短文，了解什么是绩效管理和评估。
Performance Management and Performance Appraisal
绩效管理和绩效评估
Performance management aims to acknowledge the employees' achievements, support their personal and professional development, and motivate and empower them to perform their work effectively.
Performance management helps employees to develop their understanding, knowledge and skills so that they can contribute to the achievement of the enterprise's goals and gain personal and job satisfaction.
It is a vital part of any quality human resource system.
绩效管理的目的在于：肯定雇员的成绩，帮助他们实现个人成长及职业发展，激励他们并使他们能够更加有效地完成工作。绩效管理旨在帮助员工提高认知水平、专业知识和技能，以便他们在努力实现企业目标的同时，增强对自身和职业的满意度。这是任何有效的人力资源管理制度的重要组成部分。
Every enterprise wants and should expect high performance from each employee. The elements of a competency-based performance management system will, if implemented well, enable high performance which will define enterprise and personal success.
Using performance management processes, an enterprise can be better placed to meet competitive challenges. This is done by:
每个企业都需要也期待每一个员工有优异的表现。如果基于能力评定的绩效管理制度的各项指标得以有效实施，就可以确保高效能，这意味着企业和员工共同获得成功。通过绩效管理手段，企业将更能应付有竞争力的挑战。这可以通过以下措施得以实现：
• identifying the critical positions;
• 找出核心岗位；
• determining the most important competencies for these positions;
• 确定这些岗位所需的关键能力；
• providing the education, training and feedback required by employees;
• 提供员工要求的教育、培训和反馈；
• holding each person accountable for their results.
• 使每个人各尽其责。
The key to the performance management process is “performance appraisal”. Performance appraisal is simply an evaluation of how well an employee performs his or her job compared to a set of predetermined standards.
It is a systematic process of feedback on an employee's work performance, and agreement to future training plans, job goals and job aspirations.
绩效管理过程的关键是“绩效评估”。绩效评估，简单地说，就是对照一系列既定的标准来评价员工的工作表现。它是对员工工作表现的系统反馈，也是确定未来培训安排、工作目标和工作预期的依据。
To be effective, a performance appraisal needs to have a set of agreed criteria that will be the basis of feedback as well as of setting future goals.
Units of competency provide a very effective tool for setting benchmarks or criteria for work performance. The performance criteria within units of competency can be used as measures to assess against in a performance appraisal or review.
为了更加有效，绩效评估需要设定一套一致的标准，作为确定评价反馈和工作目标的依据。工作绩效的标准或要求是按人的各项能力来设定的。这样的业绩标准可以在绩效评估和评议时作为标尺来衡量。
Culture Note
History of Performance Appraisal（绩效评估的历史）
As a distinct and formal management procedure used in the evaluation of work performance, appraisal really dates from the time of the Second World War — more than seventy years ago. Yet in a broader sense（广义上说）, the practice of appraisal is a very ancient art.
Performance appraisal systems began as simple methods of income justification（理由）. That is, appraisal was used to decide whether or not the salary or wage of an individual employee was justified.
The traditional emphasis on reward outcomes was progressively rejected. In the 1950s in the United States, the potential usefulness of appraisal as a tool for motivation and development was gradually recognized. The general model of performance appraisal, as it is known today, began from that time.
