论文代写：绩效管理体系

论文代写：绩效管理体系

根据Cai，Liu，Xiao和Liu（2009）的研究，奖励员工的表现被认为是绩效管理体系中最重要的部分，因为它激励员工在组织的未来计划和项目中表现更好。 Russ-Eft（2009）提到奖励有利于管理员工的绩效，只有当奖励与绩效相适应时才能激励他们。相比之下，Jost Heb和Kronz（2005）则认为奖励在管理员工绩效和指导组织目标方面没有起到重要的作用。这是因为动机是一个内在的过程，员工只有在发展一定的工作任务的内部兴趣时才能被激励。
除此之外，上述模型还包括经营战略，员工参与和工作场所技术。这些要素构成了有效开展绩效管理过程的框架。考虑到绩效管理的整个模式，总结出董事总经理可以通过让他们了解组织的使命，愿景，战略和目标来管理自己的员工队伍。董事总经理应该强调员工的参与，形成直线经理和下属之间有效的沟通渠道，使业绩目标在整个组织内部表达出来，下属必须实现对业绩的管理期望。此外，总经理还必须指定个人和团队的目标。由于这一行动，员工绩效评估过程变得简单，最终便于整个员工的管理。 （Buchner，2007）的研究也向总经理提出了建立绩效管理体系的建议。按照布什纳的说法，这个系统不仅有助于员工的管理，但是，这也鼓励员工激励，员工发展和改进。

论文代写：绩效管理体系

According to the study of Cai, Liu, Xiao and Liu (2009), appreciating performance of employees with rewards have been considered as the most important part of performance management system because it motivated employees for performing better in future plans and projects of an organization. Russ-Eft (2009) mentioned that rewards facilitate in managing performance of employees and in motivating them only if rewards have appropriately aligned with the performance. In contrast, Jost Heb and Kronz (2005) stated that rewards did not play any important role in managing employee performance and directing them towards organizational goals. It is because motivation is an intrinsic process and employee can only be motivated if they develop an internal interest of performing certain tasks.
Besides this, the above-mentioned model also comprised of business strategy, employee involvement, and workplace technology. These elements form the framework for carrying out the process of performance management effectively. Considering the entire model of performance management, it has concluded that the managing director can manage its workforce by making them aware regarding the mission, vision, strategy, and objectives of the organization. The managing director should emphasize on employee involvement and form an effective communication channel between line managers and subordinates so that the performance goals have articulated throughout organization and subordinates must realize management expectations regarding their performance. In addition, the managing director must also assign targets both individual and team based. Because of this action, the process of appraising performance of employees becomes simple that ultimately facilitate in the management of whole workforce. The suggestion of developing performance management system has also suggested to the managing director by observing the study of (Buchner, 2007). As per Buchner, this system not only helps in the management of employees; however, it also encourages, employee motivation, employee development, and improvement.