季度考核表的英文自我评价

1、自我鉴定示范文本 | Excellent Model Text 资料编码：CYKJ-FW-837编号：_季度考核表的英文自我评价编辑：_日期：_单位：_季度考核表的英文自我评价用户指南：该自我鉴定资料适用于把阶段时间里取得的成绩、存在的问题及得到的经验和教训进行一次全面系统的总结，明确下一步的工作方向，少走弯路，少犯错误，提高工作效益作用。可通过修改使用，也可以直接沿用本模板进行快速编辑。In many enterprises performance appraisal, there is a "staff self-assessment" link, which is t

2、he 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 of direct superior performance evaluation system, the purpose of employee self-assessment is nothing more than two:

3、 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 clear understanding of it, it will lead to significant deviation of the assessment results, or even failure. We know

4、 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 led to the factors that lead to errors it?First, the personality of each person is different from the self-assessme

5、nt 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 people pursue perfection, strict requirements on their own, and some others have passed, these two categories of peopl

6、e 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 people's shallow depth, to their scoring when there is not much reference to speak of.Second, psychological researc

7、h 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, according to the photos did not look good. In fact, the photo is an objective reflection of our

8、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 the mirror look better than the photos. So in fact, the staff part of the self-assessment on

9、 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 experience of "bargain" people know that if you see the stall on a package,

10、 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 inside the "first offer, without anger in each other'

11、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 the lead in the bidder, and whether the asses

12、sment 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 scores, without exception, no less th

13、an 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 assessment; Confident employees ha

14、ve 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 indicators can not quantify the more com

15、ponents, 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 mentioned above? Many people may be from t

16、he "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, just look back to se

17、e 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

18、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 perfo

19、rmance appraisal 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 mana

20、gement system, simply 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

21、 of performance 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 management 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 t