德雷塞尔大学论文代写：公司目标
公司的目标和目标将被很好地传达给员工，并以这种方式对雇主也有益处。员工绩效管理系统的最重要的好处是有更好的表现比别人的动机（L，1998）。这将是解释的帮助下，在信息技术公司的绩效管理系统的一个例子。其他公司可能有相同类型的评价系统。评价一年内发生两次，即每六个月后。在今年的开始，员工在他们的管理者的帮助下设定目标，然后在六个月的时间里，人力资源部开始了评估系统。在这个系统中，经理与员工进行了讨论，并试图找出员工是否达到了自己的目标，然后在他不得不给予他评价的基础上，举例来说，4。1是最好的，4是最少的。将获得1的评级将获得额外的奖金，在本季度末，谁将获得评级4可能会抛出该公司。因此额外的奖金或激励总是激励员工提高他们的绩效。员工将能够专注于自己的目标。在他对角色和责任的考虑上，不会有一点混乱，因为所有的角色和职责在开始的时候都会被清晰地定义。他会将自己的目标和组织的目标结合在一起，并可以朝着它努力工作
德雷塞尔大学论文代写：公司目标
Company’s goals and objectives will be well communicated to the employees and in this way this system is also beneficial for employers. The most important benefit of performance management system for employees is the motivation to perform better than others (Lindner, 1998). This will be explained with the help of an example of the performance management system in information technology companies. Other companies might have the same type of appraisal system. Appraisal happens twice in a year i.e. after every six months. In the starting of the year, employees set their goals with the help of their managers and then at the end of six months, human resource department starts the appraisal system. In this system, manager discusses with the employee and tries to find out that if the employee has achieved his goals or not and then on the basis of that he has to give him rating, for example out of 4. 1 is the best and 4 is the least. Those who will get 1 rating will get extra bonus at the end of the quarter and those who will get rating 4 might be thrown out of the company. So extra bonus or incentives always motivate employees to improve their performance. Employee will be able to stay focused to his goals. There will be no confusion in his mind about the roles and responsibilities because all the roles and duties will be clearly defined while setting the goals at the starting of the period. He will align his goals with the objectives of the organization and can work towards it.
