年终绩效考核不仅是对员工一年来工作的奖励，比较重要的是总结过去一年工作中哪些是需要继续保留发扬的，哪些是需要改正和摒弃的。

The year-end performance appraisal is not only a reward for employees' work in the past year, but also a summary of what needs to be retained and carried forward and what needs to be corrected and abandoned in the past year.

绩效考核可用于调整薪酬、绩效反馈与改进、培训发展、晋升或降职或裁员。其中，使用频繁的领域当属奖金发放，所以也很容易导致一个思想——考核就是瓜分奖金，实际上这是考核结果的片面应用所导致的。

Performance appraisal can be used for salary adjustment, performance feedback and improvement, training development, promotion or demotion or layoff. Among them, the frequently used field is bonus payment, so it is easy to lead to the idea that assessment is to divide up the bonus, which is actually caused by the one-sided application of assessment results.

绩效考核不仅可以用在奖金发放上，还可以为基本工资调整、职位晋升、职业培训、绩效管理反馈等多个方面提供信息。比如绩效表现佳的员工，基本工资应该增加得更快；绩效考核中发现管理问题，提示公司应该把工作重点放在这些弱项的改进上等。

Performance appraisal can not only be used in bonus payment, but also provide information for basic salary adjustment, position promotion, vocational training, performance management feedback, etc. For example, the basic salary of employees with good performance should be increased faster; management problems found in performance appraisal suggest that the company should focus on the improvement of these weaknesses.

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