中文翻译英文 希望人工翻译 语法通顺

Question

中文翻译英文 希望人工翻译 语法通顺达成目标
绩效考核本质上是一种过程管理，而不是仅仅对结果的考核。它是将中长期的目标分解成年度、季度、月度指标，不断督促员工实现、完成的过程，有效的绩效考核能帮助企业达成目标。
挖掘问题
绩效考核是一个不断制订计划、执行、检查、处理的PDCA循环过程，体现在整个绩效管理环节，包括绩效目标设定、绩效要求达成、绩效实施修正、绩效面谈、绩效改进、再制定目标的循环，这也是一个不断的发现问题、改进问题的过程。
分配利益
与利益不挂钩的考核是没有意义的，员工的工资一般都会为两个部分：固定工资和绩效工资。绩效工资的分配与员工的绩效考核得分息息相关，所以一说起考核，员工的第一反应往往是绩效工资的发放。
促进成长
绩效考核的最终目的并不是单纯地进行利益分配，而是促进企业与员工的共同成长。通过考核发现问题、改进问题，找到差距进行提升，最后达到双赢。　绩效考核的应用重点在薪酬和绩效的结合上。薪酬与绩效在人力资源管理中，是两个密不可分的环节。在设定薪酬时，一般已将薪酬分解为固定工资和绩效工资，绩效工资正是通过绩效予以体现，而对员工进行绩效考核也必须要表现在薪酬上，否则绩效和薪酬都失去了激励的作用。
人员激励
通过绩效考核，把员工聘用、职务升降、培训发展、劳动薪酬相结合，使得企业激励机制得到充分运用，有利于企业的健康发展；同时对员工本人，也便于建立不断自我激励的心理模式。

Answer 1

绩效考核本质上是一种过程管理，而不是仅仅对结果的考核。它是将中长期的目标分解成年度、季度、月度指标，不断督促员工实现、完成的过程，有效的绩效考核能帮助企业达成目标。
Performance evaluation is essentially a process management, rather than just the results of the assessment. It is the long-term goal of decomposition into annual, quarterly, monthly indicators, and constantly supervise staff to achieve, complete the process, effective performance appraisal can help enterprises to achieve their goals.
挖掘问题
Mining problem
绩效考核是一个不断制订计划、执行、检查、处理的PDCA循环过程，体现在整个绩效管理环节，包括绩效目标设定、绩效要求达成、绩效实施修正、绩效面谈、绩效改进、再制定目标的循环，这也是一个不断的发现问题、改进问题的过程。
Performance appraisal is a continuous planning, implementation, examination, treatment of PDCA, reflected in the link of performance management, including performance target setting, performance requirements are met, the performance of the implementation cycle correction, performance interview, performance improvement, and the formulation of objectives. This is a process of continuous discovery problem, improvement.
分配利益
Distribution benefit
与利益不挂钩的考核是没有意义的，员工的工资一般都会为两个部分：固定工资和绩效工资。绩效工资的分配与员工的绩效考核得分息息相关，所以一说起考核，员工的第一反应往往是绩效工资的发放。
And the benefit is not linked to the assessment is not meaningful, the staff's wages are generally two parts: fixed salary and performance salary. Performance pay is closely related to the allocation of staff performance appraisal, so a start of the assessment, the first reaction of employees is often the issue of performance pay.
促进成长
Promote growth
绩效考核的最终目的并不是单纯地进行利益分配，而是促进企业与员工的共同成长。通过考核发现问题、改进问题，找到差距进行提升，最后达到双赢。 绩效考核的应用重点在薪酬和绩效的结合上。薪酬与绩效在人力资源管理中，是两个密不可分的环节。在设定薪酬时，一般已将薪酬分解为固定工资和绩效工资，绩效工资正是通过绩效予以体现，而对员工进行绩效考核也必须要表现在薪酬上，否则绩效和薪酬都失去了激励的作用。
The ultimate goal of performance appraisal is not simply to make the distribution of interests, but to promote the common development of enterprises and employees. Through the assessment found that the problem, improve the problem, to find the gap to improve, and finally to achieve a win-win situation. The application of performance appraisal focuses on the combination of pay and performance. Compensation and performance in human resource management are two inseparable links. In setting compensation, generally has the salary decomposition for regular salary and performance salary, performance salary is through the performance to be reflected, and the staff of performance appraisal must also show on pay, otherwise the performance and salary lost the role of incentives.
人员激励
Personnel motivation
通过绩效考核，把员工聘用、职务升降、培训发展、劳动薪酬相结合，使得企业激励机制得到充分运用，有利于企业的健康发展；同时对员工本人，也便于建立不断自我激励的心理模式。
Through the performance appraisal, the staff recruitment, demotion, training and development, the combination of labor compensation, making enterprise incentive mechanism can be fully used, conducive to the healthy development of; at the same time to the employee, but also easy to establish the mental model of continuous self motivation.

Answer 2

Performance appraisal is essentially a process management, not only the appraisal of the results. It is the medium and long term goals down into the annual, quarterly, and monthly indicators, constantly supervise staff process of implementation, completion, effective performance evaluation can help companies achieve their goals.
Mining problem
Performance appraisal is a planning, implementation, inspection, processing of PDCA cycle, reflected in the performance management process, including reached performance goal setting, performance requirements, performance implementation of correction, interview, performance improvement, and then set goals of circulation, which is a constant problem found the problem, the improvement process.
Distribution of benefits
Pegged to the interests of the assessment is meaningless, staff wages are generally into two parts: fixed salary and performance salary. Performance wage distribution is closely related to the employee's performance appraisal score, so a speak of appraisal, the employee's first response is often performance wage distribution.
To promote growth
The ultimate goal of performance appraisal is not simply for profit distribution, but promote the enterprise and staff grow up together. Through the inspection found problems, improve the problem, find the gap to improve, finally achieve a win-win situation. The application of performance review focus on the combination of pay and performance. Pay and performance in human resource management, are the two inseparable link. In setting pay, generally will pay into a fixed salary and performance salary, performance pay is through the performance to be reflected, and the employees performance appraisal also have to show on the pay, or have lost incentive effect performance and compensation.
Staff motivation
Through performance appraisal, the staff employment, duties, training development, combining the labor remuneration, making enterprise incentive mechanism is given plenty of exercise is conducive to the healthy development of the enterprise; To employees at the same time, also facilitate to establish mental patterns of self-motivation.