季度绩效考核英文自我评价.doc

1、季度绩效考核英文自我评价季度绩效考核英文自我评价? 季 度 绩 效 考 核 英 文 自 我 评 价 篇一Control the performance of the leadership team performance objectives at the benning of the content of the plan, now my goals for the year 20, the task report is as follows, please review.?First, the pletion of key work objectives ?1, the pletion o

2、f 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 bas organization five bas construction and A Good activities, a people - the main ment on the d activity.These two tasks, the Bureau of party mittees have arranged

3、 effective petent 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 follow-up activities, such as five bas constructions andSu

4、pervision activities.For ele, in June and December this year, we carried out two prehensive supervision, to promote the work carried out and in-depth, but also for the inspection and acceptance of Jingzhou City, the necessary preparations, passed the inspection and acceptance of Jingzhou City.Beside

5、s, the main ment on the work of the popular style of government, my main responsibility is to lead the publity and education group.Throughout the event, we carried out a number of publity and education activities, the citys health system people - the main ment on the work style of popular d, and mad

6、e d and water, sound and color.In partular, the propaganda of publ mitment system, the propaganda of large-scale volunteer activities, the selection and propaganda of double ten, and so on, played a very good publ opinion-oriented and guiding role in the crital moment of the peoples raisal.?2, the p

7、letion 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, I mainly assume the program development, upload and release and inspection and supervision and other aspects of the work.W

8、e 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 people in the village, to ensure working hours, conscientiously do a good job of discipline, fulfilled theTo formulate deve

9、lopment plans, to develop special economy, to promote publ utilities, to strengthen organization construction, to strengthen mission training .The system-wide contact in 16 villages contact poor households or members of the double band model households 165, 33 on-site offe, to support cash and mater

10、ial 210,000 yuan, looking for 30 development projects.?Second, the pletion of the daily work objectives ?1, the pletion of the Bureau of funds directly under the unit unions task.This year, trade union funds, one task increased by 15, the second is a half year or a year to settle the practe, the imp

11、lementation 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 coordination and supervision work, in accordance with the requirements of the Munipal Federation of Trade Unions, the pletion of the union funds

12、on time 91918 yuan.?2, to promote the system workers to partipate in the citys model selection activities.In accordance with the citys once every two years, the model selection mechanism, this year is eactly the mode of ratifation in recognition of the year.51 on the eve of our etensive publity, bot

13、tom-up, trade union review, the party decided to roach, remended the City Maternal and Child Health Hospital Tan Yanping, Munipal Peoples Hospital of Chen Jian, Shishi City labor model, remended City Peoples Hospital ie Honghua Jingzhou City, partipated in the advanced workers.As we are fair and imp

14、artial, strt pre-trial, remended positive, plete materials, three people were elected to the ropriate level of the model workers and advanced.?3, the organization staff to actively partipate in the system, 5.1 festival and other festivals.And the medal department together, organized the 5.12 nurse f

15、estival art show.Remended City Peoples Hospital group dance program Desert Rose to partipate 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 Voe of Jingjiang Staff Culture and Art Festival of t

16、heatral performances.4, the organization of veterans to actively partipate in the system Chung Yeung Festival activities.We adhere to the veterans polital treatment and econom treatment, but also often organize veteran cadres to carry out healthy and benefial fitness activities.Especially the organi

17、zation of the annual celebration of the Chung Yeung Festival activities.On the day of the Chung Yeung Festival, we organized the retired veteran cadres of the citys medal units to partipate in the citys collective mountaineering activities.For each retired veteran cadre who partipated in the activit

18、y, the memorial items were issued.The retired cadres Bureau of retired veteran cadres collective discussion and dinner, so that retired veteran cadres feel the warmth of her family.?季度绩效考核英文自我评价篇二Key to Performance Performance: Self - Assessment and Objectives.Performance work is an important part o

19、f enterprise HR work.The key to the follog two points: First, ve employees the opportunity to self-assessment; the second is to make the staffs goals and the panys goals are consistent.?ve employees the opportunity to self-assess First, the employees self-assessment as part of the panys performance

20、raisal process, is very important.To encourage employees to partipate in the panys performance raisal process and ensure an effective dialogue between managers and employees, you can use the same form in the panys regular performance review process, or create a slightly modified version.?Second, the

21、 purpose of employee self-assessment is to obtain employees on their performance of self-point of view.This is a powerful way to ve employees the opportunity to speak throughout the performance raisal process.Sometimes, managers worry about the value of self-assessment, that employees will simply ve

22、 their praise and higher ratings in order to try to raise their actual rating.Eperience has shown that the opposite trend is real, and when we evaluate ourselves, we tend to be more severe than others.?Third, the managers personal view of the employee, self-assessment is a very valuable way for the

23、pany 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 epectations.So that the objectives of the staff consistent with the panys goals ?The importance of creating a SMART (concrete, me

24、asurable, achievable, relevant, time-bound) goal is to associate the employees goals with higher-level organizational goals, and you create for employees This is a very important contet.This helps employees understand why their work is important and how their work contributes to the success of the o

25、rganization as a whole.?Practe 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 staf

26、f performance is crucial Important, but also allow employees to feel that their work is very important.?季度绩效考核英文自我评价篇三In many enterprises performance raisal, there is a staff self-assessment link, whh is the first employee of their performance in the assessment period, and then submitted to the dire

27、ct superior to adjust, and finally draw the employees performance scores.In the use 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 partipation in per

28、formance raisal; However, if the assessment of employees Assessment without a clear understanding of it, it will lead to signifant deviation of the assessment results, or even failure.We know that the performance raisal may be a variety of errors, such as the different leaders of different personal

29、scales, the average tendency, etc., then the self-assessment link, whh 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 ele, some employees self-confidence, their own evaluation of high, some people fe

30、el inferior, their evaluation on the low side.In addition, some people pursue perfection, strt 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 pany and colleagues know very clearly, scoring

31、when its capability, and new employees do not know other peoples shallow depth, to their scoring when there is not much reference to speak of.?Second, psychologal research shows that most people are overconfident.Do not make a normal fool, an ele of this book mentioned that we often hear a lot of pe

32、ople 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 earance, 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 subje

33、ctive Factors in it, whh led to our look in 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 whh is self-evident.?Third, the staff self-assessment of the score, the assessment will do a g

34、reat impact on the scoring.Have the eperience of bargain people know that if you see the stall on a package, and my heart that probably worth 100, but the mouth asking pre, the boss said 500, if you really want this package, big Most people only dare to 300 or 400 pieces to cut.This is the so-called

35、 anchor effect, the negotiation inside the first offer, without anger in each others situation, the higher the better is the meaning, because the first bid will greatly grasp the initiative, so that the other psychologal epectationsResulting in great changes.Employee self-assessment actually gave th

36、e eaminer a chance to take the lead in the bidder, and whether the assessment due to face or other considerations, are likely to be the te effect, so that the assessment results error.We in the actual work of human resources, but also did find this phenomenon, a pany several departments staff perfor

37、mance raisal scores, without eception, no less than its self-rated scores.?Based on the above analysis, we will find that the department leaders get the self-evaluation scores mied with too many subjective factors, so that can not be filtered through technal means, and this score will have a great i

38、mpact on the assessment; Confident employees have a high score, and sometimes due to the need for mandatory distribution, those who require their own strt, scoring low staff has bee a vtim, because their scoring low, the final score is diffult to be brought up leadership.In the assessment of the ind

39、ators can not quantify the more ponents, or different departments in different parts of the work of employees, the lack of uniform measure of the time, this situation is partularly serious.?So, panies in the performance evaluation of the actual operation, how to solve these problems I mentioned abov

40、e? Many people may be from the increase the proportion of quantifiable indators, to strengthen the assessment and assessment of those who training, But in practe, it will only increase the workload and pleity of performance raisal, implementation easier said than done? In fact, just look back to see

41、 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 indators, the implementation of employee self-evaluation, while maintaining a fast data source - in fact only dat

42、a sources, but also embodied in the form Employee partipation; and not to quantify the subjective evaluation of indators, the assessment by the direct scoring, do not ve employees self-evaluation (and thus in this link error) opportunity.?We know that performance raisal in human resources work is a

43、huge project, the implementation of the highest cost, panies should seize the main contradtion, step by step, and in the initial stage, but not for the form of tred.So is slightly Jun poly for some enterprises initially set up performance management system, simply cancel the self-evaluation session, thus avoiding the link error, but also to a certain etent reduce the wo