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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。”

arer understanding of the ministry's performance.

Translating organisational goals into individual goals

Identifying what impact the employee has on the ministry overall performance.

Informing employees of the, ministry's performance

4.4.1 Description

The performance of the ministry is yet another measure of an effective PMS (Bevan and Thompson 1992). The following represents the responses from employees who agree based on responses in Table that:

They PMS is designed to improve the Ministry's overall performance (64%)

The goals of the ministry are translated into their individual goals (47 %)

There performance makes a difference to the ministry's overall performance (73%)

They are aware of the performance of the ministry ( 20% )

4.4.2 JUSTIFICATION OF HYPOTHESIS

These hypotheses were used to determine the link between employee and organisational performance. This link is necessary based on the objectives of this, to observe how effective is the PMS in incorporating the performance of employees into the organisational performance.

The organisational context, within which employee-centred performance management exists, is in the vision, mission strategy and operational plans of the organisation. While the aim of the present study is to address performance management at an individual level, it also strives to support the organisation's goals by ensuring that there is a link between the work of each individual employee or manager to the overall organisational strategy, mission and vision (Williams, 1998).

4.4.3 INTERPRETATION OF DATA

Based on the data provided in the table, employees are aware that their performances have a significant impact on the ministry's overall performance however; the majority disagreed to the hypothesis that they are informed of the ministry's performance. Their responses also revealed that there is no proper system in place to translate the Ministry's goals into their individual goals to make a sound contribution to the performance of the ministry.

4.5 ASSESSMENT OF THE PERFORMANCE MANAGEMENT SYSTEM

The dimensions assessed in this regard were the need for:

A clear understanding of what the PMS aim to achieve

Understanding the purpose of the PMS

Linking PMS to performance improvement

Identifying the shortcomings of the system

4.5.1 JUSTIFICATION OF HYPOTHESIS

These hypotheses were used as a basis for this research as it seeks to investigate the effectiveness of the PMS. The statements were structured around testing the effectiveness through the perceptions of the employees and are based on the research objectives and theoretical data from the literature review.

4.5.2 INTERPRETATION OF DATA

The data collected based on Hypothesis No. 15, revealed that 43% of respondents do not have a clear understanding of what the PMS aim to achieve however, based on Hypothesis No. 16, 87% believed that the purpose of the PMS is to a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。