高分求英语翻译 专业的来 谢谢！

360-degree performance appraisal method was first proposed by Intel and implemented first, and he himself from the staff, supervisors, direct subordinates, colleagues and even customers a full range of different angles, etc. to understand the staff's personal performance. China's enterprises in the implementation process of this tool a lot of problems have emerged. Including training and publicity is not in place, the use of pre-diagnosis or without a "skin test"; inadequate communication, the staff do not understand the 360-degree evaluation; assessment objectives is not clear, unscientific indicators, evaluation methods are not flexible to deal with assessment information properly, do not complete confidentiality; ignored the impact of culture. The article draws on some of the practical experience, the proposed countermeasures and suggestions, including the establishment of clear assessment criteria, assessment tools tailored to clarify the purpose and methods of implementation, the development of a strict form of the implementation process; to step up publicity and communication; by suitable candidates for the implementation of 360-degree assessment project, a flexible approach in implementing 360-degree evaluation; correctly handle the evaluation of information, confidentiality and feedback to do a good job of work; confidence-building, frank and open corporate culture, enhance stability; access to internal and external the support of the staff capacity to establish long-term development plan. Chinese enterprises should find out the implementation of 360-degree obstacle to enterprise performance appraisal method factors, the correct analysis of its causes serious lessons to master the skills to implement it to achieve the effective use of 360-degree performance appraisal purposes.

我翻译了，也挨个查了，是这样的：
The earliest 360-degree performance evaluation method is proposed for the first time by Intel and implement, from his staff oneself, boss, direct subordinates and colleagues or clients omnidirectional Angle to understand the individual employees. Our enterprise in the process of implementing this tool to appear in a lot of problems. Including training and publicity work does not reach the designated position, use before diagnosis or make skin test ";" Communication is inadequate, the staff of 360 degree evaluation don't understand, Appraisal target is not clear, index system and evaluation method is not science, flexible improper assessment information confidential work not thoroughly, Ignore cultural influences, etc. Based on the part of the company from practical experience, put forward some countermeasures and Suggestions, including the establishment of evaluation criteria, clear tailor-made assessment tools, implementation method and purpose, formulate strict implementation JinChengBiao, Strengthen the propaganda and communication, By suitable candidate executive 360 degrees, use agile project assessment form 360 degree examination, Correct handling assessment information, information feedback and confidential work, Establishing trust and honesty, open the enterprise culture, the enhancement enterprise stability, Obtain the internal and external support and establish long-term personnel ability development planning. Our country's enterprises should identify obstacles enterprise performance evaluation method of 360 degrees, correct analysis reasons, summing up experience and lessons, the implementation of the master it skills, so as to achieve efficient use of 360 degrees

Keywords: 360 degrees, Performance evaluation, Question, countermeasures

The first paragraph:

360-degree performance appraisal method was first proposed by Intel and implemented first, and he himself from the staff, supervisors, direct subordinates, colleagues and even customers a full range of different angles, etc. to understand the staff's personal performance. China's enterprises in the implementation process of this tool a lot of problems have emerged. Including training and publicity is not in place, the use of pre-diagnosis or without a "skin test"; inadequate communication, the staff do not understand the 360-degree evaluation; assessment objectives is not clear, unscientific indicators, evaluation methods are not flexible to deal with assessment information properly, do not complete confidentiality; ignored the impact of culture. The article draws on some of the practical experience, the proposed countermeasures and suggestions, including the establishment of clear assessment criteria, assessment tools tailored to clarify the purpose and methods of implementation, the development of a strict form of the implementation process; to step up publicity and communication; by suitable candidates for the implementation of 360-degree assessment project, a flexible approach in implementing 360-degree evaluation; correctly handle the evaluation of information, confidentiality and feedback to do a good job of work; confidence-building, frank and open corporate culture, enhance stability; access to internal and external the support of the staff capacity to establish long-term development plan. Chinese enterprises should find out the implementation of 360-degree obstacle to enterprise performance appraisal method factors, the correct analysis of its causes serious lessons to master the skills to implement it to achieve the effective use of 360-degree performance appraisal purposes.

The earliest 360-degree performance evaluation method is proposed for the first time by Intel and implement, from his staff oneself, boss, direct subordinates and colleagues or clients omnidirectional Angle to understand the individual employees. Our enterprise in the process of implementing this tool to appear in a lot of problems. Including training and publicity work does not reach the designated position, use before diagnosis or make skin test ";" Communication is inadequate, the staff of 360 degree evaluation don't understand, Appraisal target is not clear, index system and evaluation method is not science, flexible improper assessment information confidential work not thoroughly, Ignore cultural influences, etc. Based on the part of the company from practical experience, put forward some countermeasures and Suggestions, including the establishment of evaluation criteria, clear tailor-made assessment tools, implementation method and purpose, formulate strict implementation JinChengBiao, Strengthen the propaganda and communication, By suitable candidate executive 360 degrees, use agile project assessment form 360 degree examination, Correct handling assessment information, information feedback and confidential work, Establishing trust and honesty, open the enterprise culture, the enhancement enterprise stability, Obtain the internal and external support and establish long-term personnel ability development planning. Our country's enterprises should identify obstacles enterprise performance evaluation method of 360 degrees, correct analysis reasons, summing up experience and lessons, the implementation of the master it skills, so as to achieve efficient use of 360 degrees

Keywords: 360 degrees, Performance evaluation, Question, countermeasures