管理人員表現(xiàn)與發(fā)展報(bào)告之經(jīng)理評(píng)估表

1、 Management Performance & Development Report管理人員表現(xiàn)與發(fā)展報(bào)告Name：Position職位：Date in position在職日期：Date of appraisal評(píng)估日期：Last appraisal上次評(píng)估日期：Appraisers position評(píng)估人職位:General Instructions 總述This appraisal should be completed between 1 December and 31January each year of when the employees promoted or t

2、ransferred if more than 6 months has elapsed the last appraisal.管理人員應(yīng)在每年的12月1日至次年元月31日完成此評(píng)估表；新晉升者或調(diào)動(dòng)后六個(gè)月未評(píng)估者也應(yīng)填寫此表。Prior to their joint appraisal meeting, the supervisor and employee (independently of one another) should complete section A&B, section C should be completed by the employee only th

3、e remaining portion of the form will be completed during the appraisal meeting.在評(píng)估會(huì)之前，評(píng)估人與被評(píng)估人應(yīng)分別獨(dú)立完成A和B部分，被評(píng)估人應(yīng)獨(dú)立完成C部分，其它部分將在評(píng)估會(huì)上共同填定。After the appraisal meeting, the MPDR representing the agreement between the supervisor and the employee should be finalized and submitted to the next higher level o

4、f management. If agreement is not reached, the supervisor's rating prevails with an explanation as appropriate.在評(píng)估后結(jié)束后，如雙方達(dá)成共識(shí)，應(yīng)將評(píng)估報(bào)告呈送給上一級(jí)管理層。如未達(dá)成共識(shí)，主管應(yīng)將評(píng)分結(jié)果和解釋呈上。If an item does not apply to the position or employee being rated, indicate N/A (not applicable).若有的選項(xiàng)無法評(píng)估，請(qǐng)?zhí)顚慛/A（不適于）Rating key 評(píng)估標(biāo)

5、準(zhǔn)1、Exception優(yōu)秀Consistently exceeds the requirements/standards of the job.一貫超出工作標(biāo)準(zhǔn)/要求2、Effective有效Meets and occasionally exceeds the requirements/standards of the job.達(dá)到和偶爾超出工作標(biāo)準(zhǔn)/要求3、needs improvement需要改進(jìn)On occasionally fails to meet the requirements/standards of the job.有時(shí)未達(dá)到工作標(biāo)準(zhǔn)/要求Section ASpecific

6、 Position Appraisal職位評(píng)估Using the appropriate position guideline, rate effectiveness in carrying out duties and responsibilities. Using the scale below (attach a copy of the position guideline to this form, identify each duty and responsibility by a few key words).請(qǐng)?zhí)顚懩悻F(xiàn)任職位的工作職責(zé)，并打分（可另附工作職責(zé)表，或用關(guān)鍵的幾個(gè)詞語

7、概括）Rating key評(píng)分標(biāo)準(zhǔn)1. Exceptional優(yōu)秀2. Effective有效3. Needs improvement需要改進(jìn)No.序號(hào)Duties and Responsibilities工作職責(zé)123Comments備注12345678910Section BManagement Performance管理人員評(píng)估表Add comments and examples to explain rating， where appropriate.請(qǐng)舉例說明評(píng)分原因。Leadership skills領(lǐng)導(dǎo)技能123Leadership style and influence領(lǐng)導(dǎo)風(fēng)格

8、和影響口口口Motivating others激勵(lì)他人口口口Delegating and controlling分配工作和控制口口口Staffing，coaching and developing people人員安排，指導(dǎo)和幫助員工發(fā)展口口口Administrative skills行政技能Panning計(jì)劃口口口Organizing組織口口口Personal organization and time management個(gè)人工作安排和時(shí)間安排口口口Interpersonal skills人際關(guān)系技能Human relations skills人際關(guān)系技能口口口Conflict manag

9、ement and negotiating沖突管理和談判技能口口口Communications skills溝通技能Informing信息處理口口口Listen傾聽口口口Oral communication口頭溝通能力口口口Written communication書面溝通能力口口口Personal adaptability適應(yīng)能力Stress management壓力管理口口口Self-confidence and self-acceptance自信和自我認(rèn)同口口口Independence獨(dú)立口口口Flexibility應(yīng)變口口口Personal motivation自我激勵(lì)A(yù)ccompli

10、shment成績(jī)口口口Personal growth自我成長(zhǎng)口口口Progress進(jìn)步口口口Personal goal-setting自我目標(biāo)設(shè)定口口口Occupational/technical knowledge職位/技術(shù)知識(shí)Job and functional area knowledge職位和職務(wù)知識(shí)口口口Organizational and industry practices knowledge組織和業(yè)務(wù)實(shí)踐知識(shí)口口口Cognitive skills認(rèn)知技能Problem analysis and decision-making分析問題和決策能力口口口Financial and q

11、uantitative skills財(cái)務(wù)和質(zhì)量管理能力口口口Innovation and resourcefulness革新和應(yīng)變能力口口口Handling detail細(xì)節(jié)管理口口口Section CSelf Appraisal-current and Future自我評(píng)估（現(xiàn)狀和展望）During the appraisal period，what do you consider your major：在所評(píng)估期間，請(qǐng)你仔細(xì)考慮：A Achievements取得的成績(jī)B Difficulties遇到的困難What areas in your job performance do you c

12、ould be improved by you，or with the help of your manager？在你現(xiàn)在的工作中，哪些地方是可以通過自己或你上司的幫助獲得改進(jìn)的？How would you asses your contribution to the performance of the hotel/department？從哪些方面可以看出你對(duì)酒店/部門所做的貢獻(xiàn)？Future未來What are your career objectives within 2 years and beyond？請(qǐng)問你在未來的兩年之或更長(zhǎng)的時(shí)間，你是職業(yè)目標(biāo)是什么？What training

13、and job experience are required for your career development？對(duì)你是職業(yè)發(fā)展來說，你還需要哪些培訓(xùn)和工作經(jīng)驗(yàn)？Section DCareer Development職業(yè)發(fā)展Next position下一個(gè)職位：Comments意見：Promotion/Transfer time frame：晉升/調(diào)動(dòng)時(shí)間：Within next 6 months六個(gè)月之口Within 6-12 months六個(gè)月至十二個(gè)月口Within 2 years兩年之口Too soon to tell尚待觀察口Section EEducation and Tra

14、ining Required所需教育與培訓(xùn)Refer both to specific needs， how and why they have arisen， then formulate a proposed action plan which may include a course or workshop（either from the hotel training plan or other sources），cross exposure or a job move，copy to Human Resources Director.針對(duì)具體的培訓(xùn)需求，并說明理由，然后制訂針對(duì)性的培訓(xùn)

15、計(jì)劃（包括具體的培訓(xùn)課程），并抄送給人力資源總監(jiān)。Necessary to fulfill requirements of present position現(xiàn)職位培訓(xùn)需求Need/Outcome needs需求Actions recommended建議Necessary for personal development個(gè)人發(fā)展需求Need/Outcome needs需求Actions recommended建議Time frame所需時(shí)間Responsibility責(zé)任Necessary for next career move下一個(gè)職位所需培訓(xùn)Need/Outcome needs需求Acti

16、ons recommended建議Time frame所需時(shí)間Responsibility責(zé)任Section FGeneral Comments總結(jié)This section may be used by the employee or manager for stating any significant information not covered elsewhere in the report， for example， any unusual or sensitive areas pertinent to the employee career development. Use add