英国医药学论文代写：绩效管理的定义
英国医药学论文代写：绩效管理的定义
绩效管理被定义为员工和主管之间为确保战略组织目标的实现而在一年内进行的一种外向的沟通过程。这种沟通过程需要澄清期望、设定目标、确定目标、提供反馈和审查结果。绩效管理的过程确实是一个周期，每年的讨论都是不同的，并且基于不断变化的目标(Knowles & Blandford, 2013)。任何给定组织的文化都会极大地影响绩效管理的方式。因此，如果组织的文化没有反映任何形式的跨组织责任，那么绩效管理就会大大失败。组织中所有人都参与绩效管理是非常重要的。这是因为人们在绩效管理中投入适量的精力、时间甚至资源可以产生有益的结果。从本质上讲，任何组织的绩效管理都应该成为一个能够确保组织中所有员工的绩效对组织目标有重大贡献的整体过程。周期包括计划、签入和评审。
英国医药学论文代写：绩效管理的定义
绩效管理不仅是最受推崇的管理实践，也是自古以来最受批评和争议的管理实践。这是因为绩效管理实际上是一个为绩效结果提供反馈、文档和责任的过程。这也是因为绩效管理帮助员工或工人有效地将他们不同的才能导向组织目标。所有人都应该谨慎地注意到，绩效管理过程不仅仅是人事经理和人力资源(HR)部门的责任，而是组织中所有人的集体责任。确实，绩效管理自古以来就受到了社会各界的推崇(Dalkir, 2013)。这是由于它能够将“良好的人员管理”实践的各种元素结合在一起，其中包括对性能、学习和开发，甚至组织开发的度量。正是基于这一推理，绩效管理问题既复杂又难以理解。
英国医药学论文代写：绩效管理的定义
Performance Management is defined as being an outgoing communication process that occurs between an employee and a supervisor throughout the year with an aim of ensuring the accomplishment of strategic organizational objectives. This communication process entails clarification of expectations, setting of objectives, identification of goals, provision of feedback, and reviewing of results. The process of performance management is indeed a cycle that has discussions that vary from year to year and based on changing objectives (Knowles & Blandford, 2013).The culture of any given organization greatly affects the way in which performance is managed. As a result, performance management will greatly fail in organizations where their culture does not reflect any form of cross-organizational accountabilities. Participation in performance management by all and sundry in an organization is quite important. This is because investing of the right amount of effort, time, and even resources by people in performance manage can lead to production of beneficial results. In essence, performance management in any organization should become a holistic process that is capable of ensuring that the performance of all employees in an organization significantly contributes to the objectives of an organization.The cycles comprises of planning, checking in, and reviewing.
英国医药学论文代写：绩效管理的定义
Performance management is indeed not only the most praised management practice, but also it is the most criticized and the most debated practices of management since time immemorial. This is due to the fact that performance management is actually a process which provides feedback, documentation, and accountability for the performance outcomes. It is also because performance management helps employees or workers to effectively channel their different talents to organizational goals. It is always prudent for all and sundry to note that the performance management process is not just the responsibility of the people managers and the Human Resources (HR) Department alone, but rather, it is a collective responsibility of all the people in the organization. Truly speaking, performance management has been praised since time immemorial by people from all walks of life (Dalkir, 2013). This is attributed to the fact that it has the ability of bringing together various elements of “good people management” practices that includes among others measurement of performance, learning and development, and even organizational development. It is based on this reasoning that the issue of performance management has both been complex and difficult to comprehend.
