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摘要：社区发展部门、文化部门和性别部门是人力资源部门的基本部门，负责员工的绩效管理、培训和其他功能，保证部门遵守各种规章制度。本文作为一篇英国留学生论文，通过国家社区发展的特点，探索其发展的前景和社会中的作用。 1.2.1人力资源的使命声明 “社区发展、文化和性别事务的人力资源部门关注人力资源与战略目标、经营计划，目的是为了提高企业绩效，发展促进创新和灵活性的组织文化。”

information and data." (Collins and Porras, Larkin and Larkin, Purser and Cabana, Yinglin quoted in Oakland and Oakland, 2002).

In some organisations' business success, regular two-way communication, particularly face-to-face with employees, is identified as an important factor in establishing trust and the feeling of being valued. The two-way communication can also be regarded as a key management responsibility and may include:

Ensuring that people are briefed on key issues in language free of jargon.

Communicating honestly and as fully as possible on all issues that affect the people

Encouraging team members to discuss company issues and giving upward feedback.

Ensuring that issues from team members are communicated to senior managers and timely replies given.

2.4 PERFORMANCE APPRAISAL

2.4.1 Distinguishing features of performance management as opposed to Performance appraisal

Armstrong (1996:260) corroborated that there are a number of significant differences between performance management and the traditional appraisal schemes. Performance management in its most developed form:

Involves all members of the organisation as partners in the process - it is not something handed down by bosses to the subordinates;

Is based upon agreements on accountability expectations and development plans. It can be seen as part of the normal interactive processes which exist between managers and teams, a continuous process not relying on a once-a-year formal review;

Treats the performance review as a joint affair which is primarily concerned with looking constructively towards the future;

Focuses on improving performance, developing competencies and releasing potential;

Concentrates on 'self-managed learning' giving people the encouragement they need to develop themselves with whatever guidance they need from their managers and the organisation;

May not include rating at all if the process is used primarily for development and performance improvement purposes;

Recognizes the need for thorough training in the required skills in order to agree on objectives, provide feedback, review performance, and coach and counsel employees;

Apart from the evident confusion regarding the interchangeable usage of the concept of performance appraisal and performance management, organisations use various terminologies to describe the appraisal process. These terms include performance review; annual appraisal; performance evaluation; employee evaluation and merit evaluation (Grobler et al 2002:260). For purposes of this study, the word 'performance appraisal' will be preferred for use especially, in the context of the final performance evaluation for the year, which determines the appropriate reward.

It should be pointed out that the appraisal seems to be associated with an annual event where emphasis is on the completion of a form and with the human resources directorate playing a primary role in administration, management and quality control. With th本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。