 
绩效评价在当今员工活动评价中越来越重要，而人们普遍认为绩效评价弊大于利。文章开头的话提出了一个好主意。有时候，绩效评估并不重要，而是管理者或其他因素会改变绩效评估的结果。如果公司在评估下属时既重视技能又重视智慧，那么结果可能会变好。本文列出了性能的重要性以及如何更有效地运行它。因此，通过本文，我们将对绩效评估有一个清晰的认识。
Performance appraisals becomes more and more important in reviewing employees’ activities nowadays, while various people regard that it usually with more harm than good. The words at the beginning of the article raise an excellent idea. Sometimes it is not performance appraisals’ matter, it is managers or other factors that will turn the results of it. If company values both skills and wisdom in evaluating subordinates, maybe the result will turn good. This article lists the importance of performance and how to run it more effectively. So through this article, we will get a clear idea about performance appraisals.
我认为这篇文章给了我关于绩效评估的详细想法。通过阅读这篇文章，我认为这不仅是一种监控员工活动的方法，也是一种激励员工并让他们认识到哪里可以做得更好的方法。
I think this article gives me detailed idea about performance appraisal. Reading through this article, I think it is not only a way to monitor employees’ activities, it is also a way to motivate stuff and make them realize where they can do better.
本文中的两点给了我有用的信息。一是绩效考核的价值。一开始，有些人认为绩效考核是不必要的，对公司造成了伤害，而在阅读完这部分后，如果领导在进行绩效考核时能做得对，我同意这部分的价值。它是晋升、调职和离职的参考，与工资、绩效有着密切的关系。为了更深入地利用它，公司还可以利用它来制定正确的管理策略，从而提高绩效。第二点是建立绩效评估作为一个持续的过程，而不是作为一个年度事件。正确有效的绩效考核应参与员工的日常工作，不应每年进行一次。短时间将帮助员工立即发现自己的缺点，然后加以纠正。因此，我把它与人力资源管理联系起来，频繁的沟通将有助于使工作变得有效。Two points in this article give me useful message to learn. The first one is the value of performance appraisal. At the beginning, some people think performance appraisals is not necessary and do harm to company, while after reading this part, I do agree with the value of it if leaders can do right when making performance appraisals. It is a reference for promotion, transfers and terminations, and have a close relation with salary, merit. To deeply use it, the company can also use it to develop right strategies for management so as to improve performance. The second point is that establish performance appraisal as a continuing process, not as an annual event. The right and effective performance appraisal should be involved in employees’ daily work and should not be conducted once a year. The short period will help employees find their shortcoming immediately and then correct it. Therefore I relate it to human resources management, frequent communication will help making work go effective.
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