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1、此资料由网络收集而来，如有侵权请告知上传者立即删除。资料共分享，我们负责传递知识。季度绩效考核英文自我评价 绩效考核是企业绩效管理中的一个环节，也是绩效管理过程中的一种手段。一个季度过去了，下面是小编为大家带来的英文自我评价，相信对你会有帮助的。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 beginning of the content of the plan, now my goals for the year 2020, the task report
2、is as follows, please review.First, the completion of key work objectives1, 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 Goo
3、d" activities, a people - the main comment on the wind activity. These two 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
4、 activities and demanding high pressure, I was mainly involved in a series of 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 o
5、ut and in-depth, but also for the inspection and acceptance of Jingzhou City, the necessary preparations, 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 gro
6、up. Throughout the event, we carried out a number of publicity and education activities, the city'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 la
7、rge-scale volunteer activities, the selection and propaganda of "double top ten", and so on, played 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 t
8、he 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. We strengthened the leadership, the implementation of training, follow-
9、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 the " To formulate development plans, to develop special economy, to prom
10、ote public 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 office, to support cash and material 210,000 yuan, looking f
11、or 30 development projects.Second, the completion of the daily work objectives1, the completion 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 practice, the implementation of the mo
12、nthly 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 Municipal Federation of Trade Unions, the completion of the union funds on time 91918 y
13、uan.2, to promote the system workers to participate in the city's model selection activities. In accordance with the city's "once every 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 extensiv
14、e publicity, bottom-up, trade union review, the party decided to approach, recommended the City Maternal and Child Health Hospital Tan Yanping, Municipal People's Hospital of Chen Jian, Shishi City labor model, recommended City People's Hospital Xie Honghua Jingzhou City, participated in the
15、 advanced workers.As we are fair and impartial, strict pre-trial, recommended positive, complete materials, three people were elected to the appropriate level of the model workers and advanced.3, the organization staff to actively participate in the system, "5.1" festival and other festiva
16、ls. And the medical department together, organized the "5.12" nurse festival art show. Recommended City People's Hospital group dance program "Desert Rose" to participate in Shishou Federation of Trade Unions 5.1 Labor Day cultural activities, Jingzhou City, "5.12"
17、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 the system Chung Yeung Festival activities. We adhere to the veteran's political treat
18、ment 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 activities. On the day of the Chung Yeung Festival, we organized the retired veteran cadres of
19、 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 cadres Bureau of retired veteran cadres collective discussion and dinner, so that retired
20、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 of enterprise HR work. The key to the following two points: First, give employees the opportunity to self-assessment; the second is to mak
21、e the staff's goals and the company's goals are consistent.Give employees the opportunity to self-assessFirst, the employee's self-assessment as part of the company's performance appraisal process, is very important. To encourage employees to participate in the company's performa
22、nce 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.Second, the purpose of employee self-assessment is to obtain employees on their performance
23、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 employees will simply give their praise and higher ratings in order to try to raise their actual r
24、ating. 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 a very valuable way for the company to get more information about employee performance. It can
25、 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 goalsThe importance of creating a SMART (concrete, measurable, achievable, relevant, time-bound) goal is to
26、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 and how their work contributes to the success of the organization as a whole.Practice
27、 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 c
28、rucial 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 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
29、 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: 1, the fastest quantitative data sources can be quantified; 2, reflects the staff participation
30、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 that the performance appraisal may be a variety of errors, such as the different leaders of diff
31、erent 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-assessment scale is very different. For example, some employees self-confidence, their own evaluation of
32、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 people to their own scale certainly different. Also, some old employees of the company and colleagues
33、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 research shows that most people are overconfident."Do not make a normal fool," an example of t
34、his 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 appearance, and each of us in the mirror when it will be special (and may be unconscious or habit
35、ual) 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 the provision of such a "mirror" to our staff to the beauty, this error which is self-
36、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, and my heart that probably worth 100, but the mouth asking price, the boss said 500, if you real
37、ly want this package, big Most 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's situation, the higher the better" is the meaning, because the first bid will greatly gras
38、p 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 assessment due to face or other considerations, are likely to be the "quote" effect, so tha
39、t 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 than its self-rated scores.Based on the above analysis, we will find that the department leaders g
40、et 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 have a high score, and sometimes due to the need for mandatory distribution, those who require the
41、ir 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 components, or different departments in different parts of the work of employees, the lack of unifo
42、rm 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 the "increase the proportion of quantifiable indicators," "to strengthen the asses
43、sment 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 see the implementation of the two purposes of self-evaluation .Self-evaluation and implementation
44、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 source" - in fact only data sources, but also embodied in the form "Employee participation
45、" 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 in human resources work is a huge project, the implementation of the highest co
46、st, 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, simply cancel the self-evaluation session, thus avoiding the link error, but also
47、 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 management situation. When companies meet the following conditions: First, the i
48、mplementation 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 le
49、aders 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 further 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