绩效考核英文自我评价优质.docx

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1、绩效考核英文自我评价绩效考核英文自我评价篇一 In many enterprises performance appraisal, there is a staff self-assessment link, which is the first employee of their performance in the assessment period, and then submitted to the direct superior to adjust, and finally draw the employee's performance scores. In the use

2、of direct superior performance evaluation system, the purpose of employee self-assessment is nothing more than two: 1, the fastest quantitative data sources can be quantified; 2, reflects the staff participation in performance appraisal; However, if the assessment of employees Assessment without a c

3、lear understanding of it, it will lead to significant deviation of the assessment results, or even failure. We know that the performance appraisal may be a variety of errors, such as the different leaders of different personal scales, the average tendency, etc., then the self-assessment link, which

4、led to the factors that lead to errors it? First, the personality of each person is different from the self-assessment scale is very different. For example, some employees self-confidence, their own evaluation of high, some people feel inferior, their evaluation on the low side. In addition, some pe

5、ople pursue perfection, strict requirements on their own, and some others have passed, these two categories of people to their own scale certainly different. Also, some old employees of the company and colleagues know very clearly, scoring when its capability, and new employees do not know other peo

6、ple's shallow depth, to their scoring when there is not much reference to speak of. Second, psychological research shows that most people are overconfident.Do not make a normal fool, an example of this book mentioned that we often hear a lot of people say that they not on the phase, that is, acc

7、ording to the photos did not look good. In fact, the photo is an objective reflection of our appearance, and each of us in the mirror when it will be special (and may be unconscious or habitual) to choose the best angle, that is more than a layer of subjective Factors in it, which led to our look in

8、 the mirror look better than the photos. So in fact, the staff part of the self-assessment on the provision of such a mirror to our staff to the beauty, this error which is self-evident. Third, the staff self-assessment of the score, the assessment will do a great impact on the scoring. Have the exp

9、erience of bargain people know that if you see the stall on a package, and my heart that probably worth 100, but the mouth asking price, the boss said 500, if you really want this package, bigMost people only dare to 300 or 400 pieces to cut. This is the so-called anchor effect, the negotiation insi

10、de the first offer, without anger in each other's situation, the higher the better is the meaning, because the first bid will greatly grasp the initiative, so that the other psychological expectationsResulting in great changes. Employee self-assessment actually gave the examiner a chance to take

11、 the lead in the bidder, and whether the assessment due to face or other considerations, are likely to be the quote effect, so that the assessment results error. We in the actual work of human resources, but also did find this phenomenon, a company several departments staff performance appraisal sco

12、res, without exception, no less than its self-rated scores. Based on the above analysis, we will find that the department leaders get the self-evaluation scores mixed with too many subjective factors, so that can not be filtered through technical means, and this score will have a great impact on the

13、 assessment; Confident employees have a high score, and sometimes due to the need for mandatory distribution, those who require their own strict, scoring low staff has become a victim, because their scoring low, the final score is difficult to be brought up leadership. In the assessment of the indic

14、ators can not quantify the more components, or different departments in different parts of the work of employees, the lack of uniform measure of the time, this situation is particularly serious. So, companies in the performance evaluation of the actual operation, how to solve these problems I mentio

15、ned above? Many people may be from the increase the proportion of quantifiable indicators, to strengthen the assessment and assessment of those who training, But in practice, it will only increase the workload and complexity of performance appraisal, implementation easier said than done? In fact, ju

16、st look back to see the implementation of the two purposes of self-evaluation .Self-evaluation and implementation of self-evaluation, , We will find a simple solution: the relatively objective quantifiable indicators, the implementation of employee self-evaluation, while maintaining a fast data sour

17、ce - in fact only data sources, but also embodied in the form Employee participation; and not to quantify the subjective evaluation of indicators, the assessment by the direct scoring, do not give employees self-evaluation (and thus in this link error) opportunity. We know that performance appraisal

18、 in human resources work is a huge project, the implementation of the highest cost, companies should seize the main contradiction, step by step, and in the initial stage, but not for the form of trapped. So is slightly Jun policy for some enterprises initially set up performance management system, s

19、imply cancel the self-evaluation session, thus avoiding the link error, but also to a certain extent reduce the workload and complexity of the assessment for the next Step smooth implementation of the well prepared. Of course, the front said that the main business in the initial stage of performance

20、 management situation. When companies meet the following conditions: First, the implementation of the more smooth performance management, implementation costs can be effectively controlled; Second, the formation of a good performance within the company culture, we understand the performance manageme

21、nt is more uniform, their own evaluation More objective; Third, the department leaders generally have a clear understanding of the lower levels and independent judgments; we can think that enterprises have entered the advanced stage. At this point to carry out a real staff self-assessment, it will f

22、urther mobilize the enthusiasm of employees and the importance of performance, thus forming a virtuous circle of performance management. In summary, the core issue of employee self-evaluation, not how to do a good job, but when to engage in, when should not engage in the problem. It is necessary to

23、distinguish the stage of development of enterprise performance management and select the key points that should be solved at each stage, and will not achieve the multiplier effect without being trapped in form. From the initial stage of performance management to the advanced stage, each enterprise h

24、as a long way to go, and this process can not be achieved overnight. 绩效考核英文自我评价篇二 Control the performance of the leadership team performance objectives at the beginning of the content of the plan, now my goals for the year 2014, the task report is as follows, please review. First, the completion of

25、key work objectives 1, the completion of the tasks assigned by the superior center. This year, the higher level of the central task of more, involving me mainly two, one is the basic organization five basic construction and A Good activities, a people - the main comment on the wind activity. These t

26、wo tasks, the Bureau of party committees have arranged effective competent leadership, my role is mainly involved in co-management. This is a major theme in party building work this year. In the face of heavy tasks and more activities and demanding high pressure, I was mainly involved in a series of

27、 follow-up activities, such as five basic constructions and Supervision activities. For example, in June and December this year, we carried out two comprehensive supervision, to promote the work carried out and in-depth, but also for the inspection and acceptance of Jingzhou City, the necessary prep

28、arations, passed the inspection and acceptance of Jingzhou City. Besides, the main comment on the work of the popular style of government, my main responsibility is to lead the publicity and education group. Throughout the event, we carried out a number of publicity and education activities, the cit

29、y's health system people - the main comment on the work style of popular wind, and made wind and water, sound and color. In particular, the propaganda of public commitment system, the propaganda of large-scale volunteer activities, the selection and propaganda of double top ten, and so on, playe

30、d a very good public opinion-oriented and guiding role in the critical moment of the people's appraisal. 2, the completion of the new rural construction objectives. This year, 16 units of the health system have counterpart support village-level organizations work tasks. In charge of leadership,

31、I mainly assume the program development, upload and release and inspection and supervision and other aspects of the work. We strengthened the leadership, the implementation of training, follow-up supervision and other means to promote the health system of 16 rural task force to achieve the selected

32、people in the village, to ensure working hours, conscientiously do a good job of discipline, fulfilled the To formulate development plans, to develop special economy, to promote public utilities, to strengthen organization construction, to strengthen mission training . The system-wide contact in 16

33、villages contact poor households or members of the double band model households 165, 33 on-site office, to support cash and material 210,000 yuan, looking for 30 development projects. Second, the completion of the daily work objectives 1, the completion of the Bureau of funds directly under the unit

34、 unions task.This year, trade union funds, one task increased by 15%, the second is a half year or a year to settle the practice, the implementation of the monthly or 15 days after the initiative to declare the payment method. To this end, we actively do a good job 9 units directly under the coordin

35、ation and supervision work, in accordance with the requirements of the Municipal Federation of Trade Unions, the completion of the union funds on time 91918 yuan. 2, to promote the system workers to participate in the city's model selection activities. In accordance with the city's once ever

36、y two years, the model selection mechanism, this year is exactly the mode of ratification in recognition of the year. 51 on the eve of our extensive publicity, bottom-up, trade union review, the party decided to approach, recommended the City Maternal and Child Health Hospital Tan Yanping, Municipal

37、 People's Hospital of Chen Jian, Shishi City labor model, recommended City People's Hospital Xie Honghua Jingzhou City, participated in the advanced workers. As we are fair and impartial, strict pre-trial, recommended positive, complete materials, three people were elected to the appropriate

38、 level of the model workers and advanced. 3, the organization staff to actively participate in the system, 5.1 festival and other festivals. And the medical department together, organized the 5.12 nurse festival art show. Recommended City People's Hospital group dance program Desert Rose to part

39、icipate in Shishou Federation of Trade Unions 5.1 Labor Day cultural activities, Jingzhou City, 5.12 Nursery Festival and Jingzhou City Federation of Trade Unions Voice of Jingjiang Staff Culture and Art Festival of theatrical performances. 4, the organization of veterans to actively participate in

40、the system Chung Yeung Festival activities. We adhere to the veteran's political treatment and economic treatment, but also often organize veteran cadres to carry out healthy and beneficial fitness activities. Especially the organization of the annual celebration of the Chung Yeung Festival acti

41、vities. On the day of the Chung Yeung Festival, we organized the retired veteran cadres of the city's medical units to participate in the city's collective mountaineering activities. For each retired veteran cadre who participated in the activity, the memorial items were issued. The retired

42、cadres Bureau of retired veteran cadres collective discussion and dinner, so that retired veteran cadres feel the warmth of her family. 绩效考核英文自我评价篇三 Key to Performance Performance: Self - Assessment and Objectives.Performance work is an important part of enterprise HR work. The key to the following

43、two points: First, give employees the opportunity to self-assessment; the second is to make the staff's goals and the company's goals are consistent. Give employees the opportunity to self-assess First, the employee's self-assessment as part of the company's performance appraisal pro

44、cess, is very important. To encourage employees to participate in the company's performance appraisal process and ensure an effective dialogue between managers and employees, you can use the same form in the company's regular performance review process, or create a slightly modified version.

45、 Second, the purpose of employee self-assessment is to obtain employees on their performance of self-point of view. This is a powerful way to give employees the opportunity to speak throughout the performance appraisal process. Sometimes, managers worry about the value of self-assessment, that emplo

46、yees will simply give their praise and higher ratings in order to try to raise their actual rating. Experience has shown that the opposite trend is real, and when we evaluate ourselves, we tend to be more severe than others. Third, the manager's personal view of the employee, self-assessment is

47、a very valuable way for the company to get more information about employee performance. It can also help managers stay ready to deal with differences in opinion or opinion and gain insight into employee expectations. So that the objectives of the staff consistent with the company's goals The imp

48、ortance of creating a SMART (concrete, measurable, achievable, relevant, time-bound) goal is to associate the employee's goals with higher-level organizational goals, and you create for employees' This is a very important context. This helps employees understand why their work is important a

49、nd how their work contributes to the success of the organization as a whole. Practice has proved that the goal of the staff with a higher level of departmental goals, the objectives of the branch and the goal of the entire enterprise linked to create a personal goal and organizational goals consistent with the big environment for the development of staff performance is crucial Important, but also allow employees to feel that