请英文高手帮忙翻译一下,万分感谢!!!(不要机器翻译的)

Question

绩效管理不仅仅是一个管理工具，而是一种思维方式、一种行为习惯。绩效管理给我们提供了一个将公司中每位员工的行为与公司的远景战略结合起来的机会，提供了一个开放沟通的机会，提供给每位员工自我提升的机会。如果所有员工在工作过程中都能自觉地去考虑自己的努力如何与公司整体目标结合起来，所有的管理者和员工都习惯于在工作中开放地沟通，每位员工的贡献和努力能得到认可并且能力得到提升，其结果不仅仅是企业竞争优势的加强，而且也使组织成为一个更适合人们工作的场所。
绩效管理作为人力资源管理的核心，是在传统的绩效考核基础上发展起来的。它可以概括为组织就绩效问题进行的计划、组织、领导和控制的过程。在人员绩效管理的过程中，公司管理层与员工在沟通的基础上，帮助员工订立绩效发展目标，并通过过程的沟通，对员工的绩效能力进行辅导，帮助员工不断实现绩效目标，在此基础上作为一段时间绩效的总结，经理人通过科学的手段和工具对员工的绩效进行考核，确立员工的绩效等级，找出员工绩效的不足，进而制定相应的改进计划，帮助员工改进绩效提高中的缺陷和不足，使员工的努力和公司的远景规划与目标任务一致，并朝更高的绩效目标迈进，从而实现员工和企业同步发展。
本文以**为研究对象，以完善**绩效管理体系为内容，理论联系实际，通过对**效管理体系的现状进行研究分析，找出不足，并提出相关的完善研究建议。
本文首先针对绩效管理体系的理论进行系统分析，对绩效管理体系的各种工具进行适用性分析；然后针对**绩效管理体系现状和特点，找出现存的一些问题，充分利用绩效管理体系的理论，提出并确定完善**绩效管理体系的目标与定位，通过明确绩效管理原则、完善绩效管理内容、扩展绩效管理成果的运用等途径，对**的绩效管理体系进行完善，解决原有绩效管理体系中存在的问题。总体思路是：以平衡计分卡（BSC）思想为基础，运用关键绩效指标（KPI）分析方法，提炼、开发出关键指标体系，综合运用目标管理（MBO）的原理和方法，结合**的企业定位和战略目标，设计完善**的绩效管理体系，在此基础上总结出对类似企业有普遍指导价值的完善绩效管理体系的方法论等一系列的建设性的意见及具体措施。
标题：**公司绩效管理体系完善及对策研究
关键词：绩效管理 绩效完善 绩效沟通
如何准确翻译？谢谢！！！

Answer 1

Performance management is not just a management tool, but a way of thinking, a kind of behavioral patterns. Performance Management provides us with a company in the behavior of each employee with the company's long-term strategy to combine the opportunity to provide an opportunity for open communication provided to each employee self-improvement opportunities. If all employees in the course of their work can be consciously consider how their efforts combined with the company's overall goals, all the managers and employees are accustomed to in their work and open communication, each employee's contribution and efforts will be recognized and the ability to be enhanced, resulting in not only strengthen the competitive advantages of enterprises, but also to enable organizations to become a more suitable place for people to work.
Performance Management as the core of human resource management, is based on the traditional performance appraisal to develop. It can be summed up as organizations on the performance issues of planning, organizing, leading and controlling process. Personnel performance management process, the company's management and employees on the basis of communication to help staff set performance development goals, and through the process of communication, the performance ability of the staff guidance to help staff continue to achieve performance targets, on this basis as a summary of performance over time, managers through scientific means and tools to assess the performance of employees, establish employee performance levels, identify deficiencies in staff performance, thereby providing a corresponding improvement plan to help employees to improve performance to improve in the defects and deficiencies, so that the efforts of employees and the company's vision in line with the objectives and tasks, and move toward higher performance goals to achieve simultaneous development of workers and enterprises.
In this paper, ** as the research object in order to improve the performance management system for content **, theory with practice, through effective management system ** the current status of research and analysis to identify shortcomings and putting forward the improvement of the research proposals.
In this paper, the theory of performance management system for the systematic analysis of the performance management system, the applicability of various tools for analysis; then ** Performance Management System for the status and characteristics, to identify existing problems, make full use of the theory of performance management system proposed and improving ** performance management system to determine the objectives and orientation, through a clear performance management principles, improve the performance management content, expanding the use of the results of performance management and so on, right ** and would conduct a comprehensive performance management system to address the existing performance management System problems. General idea is: the Balanced Scorecard (BSC) idea, based on the use of key performance indicators (KPI) analysis methods, refined, developed key indicators system, the integrated use of management by objectives (MBO) principles and methods, combined with ** and corporate positioning and strategic objectives, well-designed ** performance management system, and on this basis, summed up a general guide for similar businesses improve the performance management system, the value of the methodology and a series of constructive advice and concrete measures.

Answer 2

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