季度考核表的英文自己评价.docx

《季度考核表的英文自己评价.docx》由会员分享，可在线阅读，更多相关《季度考核表的英文自己评价.docx（11页珍藏版）》请在淘文阁 - 分享文档赚钱的网站上搜索。

1、季度考核表的英文自己评价季度考核表的英文自己评价自己评价是自己意识的一种形式。是主体对本人思想、愿望、行为和个性特点的判定和评价。那么在季度考核表怎么表现出来？下面是学习啦我为大家带来的范文，相信对你会有帮助的。季度考核表的英文自己评价篇一KeytoPerformancePerformance:Self-AssessmentandObjectives.PerformanceworkisanimportantpartofenterpriseHRwork.Thekeytothefollowingtwopoints:First,giveemployeestheopportunitytoself-as

2、sessment;thesecondistomakethestaffsgoalsandthecompanysgoalsareconsistent.Giveemployeestheopportunitytoself-assessFirst,theemployeesself-assessmentaspartofthecompanysperformanceappraisalprocess,isveryimportant.Toencourageemployeestoparticipateinthecompanysperformanceappraisalprocessandensureaneffecti

3、vedialoguebetweenmanagersandemployees,youcanusethesameforminthecompanysregularperformancereviewprocess,orcreateaslightlymodifiedversion.Second,thepurposeofemployeeself-assessmentistoobtainemployeesontheirperformanceofself-pointofview.Thisisapowerfulwaytogiveemployeestheopportunitytospeakthroughoutth

4、eperformanceappraisalprocess.Sometimes,managersworryaboutthevalueofself-assessment,thatemployeeswillsimplygivetheirpraiseandhigherratingsinordertotrytoraisetheiractualrating.Experiencehasshownthattheoppositetrendisreal,andwhenweevaluateourselves,wetendtobemoreseverethanothers.Third,themanagersperson

5、alviewoftheemployee,self-assessmentisaveryvaluablewayforthecompanytogetmoreinformationaboutemployeeperformance.Itcanalsohelpmanagersstayreadytodealwithdifferencesinopinionoropinionandgaininsightintoemployeeexpectations.SothattheobjectivesofthestaffconsistentwiththecompanysgoalsTheimportanceofcreatin

6、gaSMART(concrete,measurable,achievable,relevant,time-bound)goalistoassociatetheemployeesgoalswithhigher-levelorganizationalgoals,andyoucreateforemployeesThisisaveryimportantcontext.Thishelpsemployeesunderstandwhytheirworkisimportantandhowtheirworkcontributestothesuccessoftheorganizationasawhole.Prac

7、ticehasprovedthatthegoalofthestaffwithahigherlevelofdepartmentalgoals,theobjectivesofthebranchandthegoaloftheentireenterpriselinkedtocreateapersonalgoalandorganizationalgoalsconsistentwiththebigenvironmentforthedevelopmentofstaffperformanceiscrucialImportant,butalsoallowemployeestofeelthattheirworki

8、sveryimportant.季度考核表的英文自己评价篇二Inmanyenterprisesperformanceappraisal,thereisastaffself-assessmentlink,whichisthefirstemployeeoftheirperformanceintheassessmentperiod,andthensubmittedtothedirectsuperiortoadjust,andfinallydrawtheemployeesperformancescores.Intheuseofdirectsuperiorperformanceevaluationsyst

9、em,thepurposeofemployeeself-assessmentisnothingmorethantwo:1,thefastestquantitativedatasourcescanbequantified;2,reflectsthestaffparticipationinperformanceappraisal;However,iftheassessmentofemployeesAssessmentwithoutaclearunderstandingofit,itwillleadtosignificantdeviationoftheassessmentresults,oreven

10、failure.Weknowthattheperformanceappraisalmaybeavarietyoferrors,suchasthedifferentleadersofdifferentpersonalscales,theaveragetendency,etc.,thentheself-assessmentlink,whichledtothefactorsthatleadtoerrorsit?First,thepersonalityofeachpersonisdifferentfromtheself-assessmentscaleisverydifferent.Forexample

11、,someemployeesself-confidence,theirownevaluationofhigh,somepeoplefeelinferior,theirevaluationonthelowside.Inaddition,somepeoplepursueperfection,strictrequirementsontheirown,andsomeothershavepassed,thesetwocategoriesofpeopletotheirownscalecertainlydifferent.Also,someoldemployeesofthecompanyandcolleag

12、uesknowveryclearly,scoringwhenitscapability,andnewemployeesdonotknowotherpeoplesshallowdepth,totheirscoringwhenthereisnotmuchreferencetospeakof.Second,psychologicalresearchshowsthatmostpeopleareoverconfident.Donotmakeanormalfool,anexampleofthisbookmentionedthatweoftenhearalotofpeoplesaythattheynoton

13、thephase,thatis,accordingtothephotosdidnotlookgood.Infact,thephotoisanobjectivereflectionofourappearance,andeachofusinthemirrorwhenitwillbespecial(andmaybeunconsciousorhabitual)tochoosethebestangle,thatismorethanalayerofsubjectiveFactorsinit,whichledtoourlookinthemirrorlookbetterthanthephotos.Soinfa

14、ct,thestaffpartoftheself-assessmentontheprovisionofsuchamirrortoourstafftothebeauty,thiserrorwhichisself-evident.Third,thestaffself-assessmentofthescore,theassessmentwilldoagreatimpactonthescoring.Havetheexperienceofbargainpeopleknowthatifyouseethestallonapackage,andmyheartthatprobablyworth100,butth

15、emouthaskingprice,thebosssaid500,ifyoureallywantthispackage,bigMostpeopleonlydareto300or400piecestocut.Thisistheso-calledanchoreffect,thenegotiationinsidethefirstoffer,withoutangerineachotherssituation,thehigherthebetteristhemeaning,becausethefirstbidwillgreatlygrasptheinitiative,sothattheotherpsych

16、ologicalexpectationsResultingingreatchanges.Employeeself-assessmentactuallygavetheexaminerachancetotaketheleadinthebidder,andwhethertheassessmentduetofaceorotherconsiderations,arelikelytobethequoteeffect,sothattheassessmentresultserror.Weintheactualworkofhumanresources,butalsodidfindthisphenomenon,a

17、companyseveraldepartmentsstaffperformanceappraisalscores,withoutexception,nolessthanitsself-ratedscores.Basedontheaboveanalysis,wewillfindthatthedepartmentleadersgettheself-evaluationscoresmixedwithtoomanysubjectivefactors,sothatcannotbefilteredthroughtechnicalmeans,andthisscorewillhaveagreatimpacto

18、ntheassessment;Confidentemployeeshaveahighscore,andsometimesduetotheneedformandatorydistribution,thosewhorequiretheirownstrict,scoringlowstaffhasbecomeavictim,becausetheirscoringlow,thefinalscoreisdifficulttobebroughtupleadership.Intheassessmentoftheindicatorscannotquantifythemorecomponents,ordiffer

19、entdepartmentsindifferentpartsoftheworkofemployees,thelackofuniformmeasureofthetime,thissituationisparticularlyserious.So,companiesintheperformanceevaluationoftheactualoperation,howtosolvetheseproblemsImentionedabove?Manypeoplemaybefromtheincreasetheproportionofquantifiableindicators,tostrengthenthe

20、assessmentandassessmentofthosewhotraining,Butinpractice,itwillonlyincreasetheworkloadandcomplexityofperformanceappraisal,implementationeasiersaidthandone?Infact,justlookbacktoseetheimplementationofthetwopurposesofself-evaluation.Self-evaluationandimplementationofself-evaluation,Wewillfindasimplesolu

21、tion:therelativelyobjectivequantifiableindicators,theimplementationofemployeeself-evaluation,whilemaintainingafastdatasource-infactonlydatasources,butalsoembodiedintheformEmployeeparticipationandnottoquantifythesubjectiveevaluationofindicators,theassessmentbythedirectscoring,donotgiveemployeesself-e

22、valuation(andthusinthislinkerror)opportunity.Weknowthatperformanceappraisalinhumanresourcesworkisahugeproject,theimplementationofthehighestcost,companiesshouldseizethemaincontradiction,stepbystep,andintheinitialstage,butnotfortheformoftrapped.SoisslightlyJunpolicyforsomeenterprisesinitiallysetupperf

23、ormancemanagementsystem,simplycanceltheself-evaluationsession,thusavoidingthelinkerror,butalsotoacertainextentreducetheworkloadandcomplexityoftheassessmentforthenextStepsmoothimplementationofthewellprepared.Ofcourse,thefrontsaidthatthemainbusinessintheinitialstageofperformancemanagementsituation.Whe

24、ncompaniesmeetthefollowingconditions:First,theimplementationofthemoresmoothperformancemanagement,implementationcostscanbeeffectivelycontrolled;Second,theformationofagoodperformancewithinthecompanyculture,weunderstandtheperformancemanagementismoreuniform,theirownevaluationMoreobjective;Third,thedepar

25、tmentleadersgenerallyhaveaclearunderstandingofthelowerlevelsandindependentjudgments;wecanthinkthatenterpriseshaveenteredtheadvancedstage.Atthispointtocarryoutarealstaffself-assessment,itwillfurthermobilizetheenthusiasmofemployeesandtheimportanceofperformance,thusformingavirtuouscircleofperformancema

26、nagement.Insummary,thecoreissueofemployeeself-evaluation,nothowtodoagoodjob,butwhentoengagein,whenshouldnotengageintheproblem.Itisnecessarytodistinguishthestageofdevelopmentofenterpriseperformancemanagementandselectthekeypointsthatshouldbesolvedateachstage,andwillnotachievethemultipliereffectwithout

27、beingtrappedinform.Fromtheinitialstageofperformancemanagementtotheadvancedstage,eachenterprisehasalongwaytogo,andthisprocesscannotbeachievedovernight.季度考核表的英文自己评价篇三Theso-calledworkperformance,thatis,theworkofemployeesintheworkoftheresultsshowthatthecustomerissatisfiedwithyourservice,leadershipisreco

28、gnizedforyourworkandsoon.Howtowritetheworkofself-identification,thefollowinginformationfortheperformanceofself-identificationofthemodel,forreferencepurposesonly.Workself-identificationmodel:twomonthslater,IadmitthatIcommunicatewithcustomerslesssome,ontheonehandbecausethemarketcontinuedcold.Iundersta

29、ndeveryonesmood,althoughthedeclineintheprocessofneverstoptogiveyouareminder,butlittleeffect,alotofpeopleareholdingholdingsin2007toearnmoneytosticktothementalityofthepresent,inexchangefortheIsthemarketvalueofhalfthepainfulpricecutdownthemiddle.Ontheotherhand,Ihavebeeninanorderlyconductofthemarketingt

30、eammanagement.Firstofall,fromFebruary18,2020begantheaccountopeningactivitiesaccount,thistimetheactivitiesofthecompanyisstillaunifiednationwide,andthesalesdepartmenthasalsodevelopedamarketingteamtodevelopcustomerincentiveprograms,BanksBankstaffintroducethecustomersincentiveprogram.Myfirstjobistohavea

31、llthedatainthegame.Inthisevent,asofMay1,allmarketingrepresentativesofatotalofeightaccount199,ofwhich100households,theamountofgold472,7829yuan,afterthecompletionofeachofthemarketingrepresentativesofthedevelopmentofthecustomerssituation,Checkwiththemanager,Iwillintroducethebankstafftoselectcustomersou

32、t,accordingtothecashreward.Amongthem,theawardofworkhasbeenissuedandthemanageriscompleted.Becauseofthedepartureoftheaccountmanager,IwenttotheAgriculturalBankforstagnation.There,Ialsodeeplyappreciatetheinnerfeelingsofamarketingrepresentative.Infact,marketingisawayofcommunication,communication,communic

33、ationneedsoftheirowntimetograsp.Asfaraspossiblethedegreeofcustomerresentmenttotheirownminimum,soastoseizetheopportunitytolethimwillingtoacceptourproducts.However,wemaybeinthecommunicationperformanceisnotinplace,therearereasonsforself-esteem,thelimitationsoftheabovecharacter,notallowedtograsptherhyth

34、m,somanypeopledonothavetocommunicateeffectively,maycommunicatewithonlyAsilentflyer.Withthisexperience,andthenhavetheirownthinking,andthusalsointheBankofthestagnationpointworkeffectivelyused.Servicesintoanewmarketingrepresentative,trainingbegan.Inadditiontoherbasictrainingeveryafternoonoutsideofit,It

35、hinkIammoretoherinthislinetopasstherequiredprofessionalethicsandattitudetowardswork.Ineachansweringphonecalls,ineveryreceptionofcustomerswork,letherreallysenseofunderstandingtheirworkisakindofservicenatureofthework.Later,IalsoalonewithherstationedintheBank.Andshesharedsomeofmyworkexperience:whatkind

36、ofcustomerhasthepotential,whatkindofcustomerisnotworthtoexplore,whatageweneedtowait,inthesetimes,inadditiontoteaching,IalsopassedthepracticeMasteredalotofdeeperandmorepracticalapproach.Shouldbecalledthewholebusinessdepartment,wewilltrytoarrangeforcustomerstomovetohomeforonlinetransactions.Atthebegin

37、ning,justaftertheclosed-marketapproachtoteaching,manypeopleareforgottenovernight,theworkisveryslow.Later,aftercommunicationwiththesalesdepartmentstaff,accordingtotheexistingconditions,wewillnowofferaseparatelargeroom,namedonlinetradingrealroom,selectedinthedailyopeningtimefortherealenvironmenttraining,Fullymobilizedtheenthusiasmofcustomers.Atpresent,allthetrainingworkisstillcontinuing,myhanddataalsocaughtsomewanttogohomecustomerinformation.Therefore,inJuneIwillfocusontheworkandthecommunicationofthesecustomers,sothattheyaresatisfiedandassuredofdoinghomeonlinetransactions.季度考核表的英文自己评价