Through elimination of the last one , position adjustment , salary adjustment can organize goal change each worker own need , combine the interests of enterprises with worker ' s personal need ingeniously , make people work hard actively , voluntarily 通过末位淘汰、职位调整、薪酬调整，可以把组织目标变成每个员工自己的需要，把企业的利益与满足员工个人的需要巧妙地结合起来，使人们积极地、自觉自愿地努力工作。
The thesis analyses the puzzledom and questiones which the system is encountered in theoretical and realistic aspects systematically , and considers rationally on how to break through the bottleneck and find out the developmental way of the system 文章系统地解析了当前教师“末位淘汰制”在理论层面上所遭遇的困境和现实运作中所出现的诸多问题，并就如何突破“瓶颈”积极寻求这一制度的发展出路提出了若干理性化的思考。
So - called minor details falling into disuse is to point to unit of a few choose and employ persons to be assessed in the round through undertaking every year to employee , hit cent and rank to dismiss the platoon is in end a few employee , encourage with rising advanced , lash junior method 所谓末位淘汰是指一些用人单位通过每年对员工进行全面考核、打分和排名来辞退排在末位的几名员工，以起到鼓励先进、鞭策后进的方法。
This paper described the background and hmr of this company through some examples such as " salary reform " , " company initiation " etc . the second part analyzed some problems mentioned in this case and put forward some methods to solve it , which provide the reference for the development of company 在文中通过“公司初创” 、 “公司需要一位副总经理” 、 “波折” 、 “遭遇‘末位淘汰’ ” 、 “工资应该改革了”等几个事例，介绍了该公司成立的背景以及这两年发展过程中所遇到的一些人力资源管理方面的问题。
The article thinks : in term of expecting the theory in the performance goal - setting link , put forward goal should concrete , degree of difficulty proper , what staff accept principle and view ; in performance manage implement link should go on constant performance link up ; in performance assess link disappearance and fairness issue of degree research to come assessing separately , comprehension and fairness that should guarantee to be assessed ; in encourage link understand staffs behavior from elimination of the last one , position adjustment and the salary adjustment 文章认为:绩效目标设定环节中从期望理论的角度，提出了目标应当是具体的、难度适当的、被员工所接受的等原则和观点;绩效管理实施环节中，应该进行持续不断地绩效沟通;绩效评估环节中分别从评估维度的缺失和公平性问题来展开研究，应保证评估的全面性和公平性;正负激励环节中从末位淘汰与职位调整以及薪酬调整的视角解读员工行为。
With the development of personnel system reform in chinese public institution , the teachers - engagement system in university come to reality . as well known , the foundation of teachers - engagement system bases on scientific teacher assessment . unfourtunately , the current assessment theory of university teachers is obviously unable to explain or solve those problems occurred in university teacher assessment . thus reforming on current university teacher assessment system and raising human resources management skills of university become more and more urgent . there are two popular teacher assessment theories at present , one is teacher assessment aiming at reward and punishment , another , another is developmental assessment of teacher , the two kinds of assessment theories both have their own drawbacks : teacher assessment aiming at reward and punishment pays over attention to the function of choice and appraisal , this can be found easily in lately universities of china , such as " survival of the fittest " , " reward best and punish worst " , " eliminate the lasf ' and so on ; although developmental assessment of teacher declares to promote teachers - efficiency under no pressure of reward or punishment , it lacks of operation ability and needs to spend lots of time and resources , thus it is very hard use in real situation 目前在教育领域流行的教师评价主流是奖惩性教师评价(总结性教师评价)和发展性教师评价，但这两种教师评价体系都或多或少的有各自的弊端：奖惩性教师评价过于偏重鉴定选择功能，近几年在我国高校教师评价中经常用到的“优胜劣汰” ， “奖优罚劣” ， “末位淘汰” ， “能者上、庸者下”等等，都充分反映出我国教师评价中以奖惩为目的的鉴定选择功能发挥到了极致；而近年引入国内的发展性教师评价理论虽然标榜是一种不以奖惩为目的而是在没有奖惩的条件下促进教师的专业发展，从而实现学校的发展目标的评价体系，但由于其可操作性不强，在发源地英国和美国的实施情况却并不如意? ?需要耗费大量的资源和时间而难以真正贯彻落实。
