Performance feedback is an indispen

Performance feedback is an indispensable link in the whole process of performance management, it is a pity that many enterprise do not take the feedback of performance results, believed that the last link of performance management is to employee performance rating or specify the corresponding level. In fact, after the completion of the performance appraisal, performance appraisal personnel should actively communication, feedback, evaluation personnel. This communication and feedback to complete through the interview, so in many cases, the performance feedback is performance feedback interviews. R&d personnel performance evaluation, evaluation personnel and r&d personnel should be evaluated by face-to-face dialogue let participants to recognize in the department in charge of their performance expectations, don't need to achieve the performance of the diagnosis of the development of the corresponding table corresponding performance expectations (table 4-4), leading to poor consistent performance.

結果 (中文) 1:

绩效反馈是绩效管理的全过程中不可缺少的环节，很遗憾很多企业不要采取绩效结果，认为绩效管理的最后一个环节是对员工绩效等级的反馈或指定相应的水平。事实上，完成后的绩效考核，绩效评价人员应积极沟通、 反馈、 评价人员。这种沟通和反馈，以完成通过了面试，所以在许多情况下，绩效反馈绩效反馈面谈。研发人员绩效评估，评估人员和研发人员应该进行面对面的对话让参与者在其业绩预期主管部门认识到，不需要达到的发展对应业绩预期 （表 4-4），从而导致贫困的一致性能的相应表的诊断性能。

結果 (中文) 3:

绩效反馈是绩效管理的全过程中不可缺少的环节，可惜的是，很多企业不采取绩效结果的反馈，认为绩效管理的最后一个环节是员工绩效等级或指定相应的水平。事实上，对绩效考核完成后，绩效考核人员应积极沟通，反馈，评估人员。这种沟通和反馈，通过访谈完成，所以在很多情况下，绩效反馈是绩效反馈面谈。R&研发人员绩效评价，评价人员和R&研发人员必须进行面对面的对话让参与者在他们的绩效期望主管部门认可，不需要实现对相应的表相应的业绩预期发展的诊断性能（表4-4），导致一致的性能差。