季度績效英文自我評價

季度績效英文自我評價季度績效英文自我評價2

Theso-calledworkperformance,thatis,theworkofemployeesintheworkoftheresultsshowthatthecustomerissatisfiedwithyourservice,leadershipisrecognizedforyourworkandsoon.Howtowritetheworkofself-identification,thefollowinginformationfortheperformanceofself-identificationofthemodel,forreferencepurposesonly.

Workself-identificationmodel:twomonthslater,IadmitthatIcommunicatewithcustomerslesssome,ontheonehandbecausethemarketcontinuedcold.Iunderstandeveryone'smood,althoughthedeclineintheprocessofneverstoptogiveyouareminder,butlittleeffect,alotofpeopleareholdingholdingsin20xxtoearnmoneytosticktothementalityofthepresent,inexchangefortheIsthemarketvalueofhalfthepainfulpricecutdownthemiddle.Ontheotherhand,Ihavebeeninanorderlyconductofthemarketingteammanagement.

Firstofall,fromFebruary18,20xxbegantheaccountopeningactivitiesaccount,thistimetheactivitiesofthecompanyisstillaunifiednationwide,andthesalesdepartmenthasalsodevelopedamarketingteamtodevelopcustomerincentiveprograms,BanksBankstaffintroducethecustomer'sincentiveprogram.Myfirstjobistohaveallthedatainthegame.Inthisevent,asofMay1,allmarketingrepresentativesofatotalofeightaccount199,ofwhich100households,theamountofgold472,7829yuan,afterthecompletionofeachofthemarketingrepresentativesofthedevelopmentofthecustomer'ssituation,Checkwiththemanager,Iwillintroducethebankstafftoselectcustomersout,accordingtothecashreward.Amongthem,theawardofworkhasbeenissuedandthemanageriscompleted.

Becauseofthedepartureoftheaccountmanager,IwenttotheAgriculturalBankforstagnation.There,Ialsodeeplyappreciatetheinnerfeelingsofamarketingrepresentative.Infact,marketingisawayofcommunication,communication,communicationneedsoftheirowntimetograsp.Asfaraspossiblethedegreeofcustomerresentmenttotheirownminimum,soastoseizetheopportunitytolethimwillingtoacceptourproducts.However,wemaybeinthecommunicationperformanceisnotinplace,therearereasonsforself-esteem,thelimitationsoftheabovecharacter,notallowedtograsptherhythm,somanypeopledonothavetocommunicateeffectively,maycommunicatewithonlyAsilentflyer.Withthisexperience,andthenhavetheirownthinking,andthusalsointheBankofthestagnationpointworkeffectivelyused.

Servicesintoanewmarketingrepresentative,trainingbegan.Inadditiontoherbasictrainingeveryafternoonoutsideofit,IthinkIammoretoherinthislinetopasstherequiredprofessionalethicsandattitudetowardswork.Ineachansweringphonecalls,ineveryreceptionofcustomerswork,letherreallysenseofunderstandingtheirworkisakindofservicenatureofthework.Later,IalsoalonewithherstationedintheBank.Andshesharedsomeofmyworkexperience:whatkindofcustomerhasthepotential,whatkindofcustomerisnotworthtoexplore,whatageweneedtowait,inthesetimes,inadditiontoteaching,IalsopassedthepracticeMasteredalotofdeeperandmorepracticalapproach.

Shouldbecalledthewholebusinessdepartment,wewilltrytoarrangeforcustomerstomovetohomeforonlinetransactions.Atthebeginning,justaftertheclosed-marketapproachtoteaching,manypeopleareforgottenovernight,theworkisveryslow.Later,aftercommunicationwiththesalesdepartmentstaff,accordingtotheexistingconditions,wewillnowofferaseparatelargeroom,named"onlinetradingrealroom",selectedinthedailyopeningtimefortherealenvironmenttraining,Fullymobilizedtheenthusiasmofcustomers.Atpresent,allthetrainingworkisstillcontinuing,myhanddataalsocaughtsomewanttogohomecustomerinformation.Therefore,inJuneIwillfocusontheworkandthecommunicationofthesecustomers,sothattheyaresatisfiedandassuredofdoinghomeonlinetransactions.

季度績效英文自我評價3

Inmanyenterprisesperformanceappraisal,thereisa"staffself-assessment"link,whichisthefirstemployeeoftheirperformanceintheassessmentperiod,andthensubmittedtothedirectsuperiortoadjust,andfinallydrawtheemployee'sperformancescores.Intheuseofdirectsuperiorperformanceevaluationsystem,thepurposeofemployeeself-assessmentisnothingmorethantwo:1,thefastestquantitativedatasourcescanbequantified;2,reflectsthestaffparticipationinperformanceappraisal;However,iftheassessmentofemployeesAssessmentwithoutaclearunderstandingofit,itwillleadtosignificantdeviationoftheassessmentresults,orevenfailure.Weknowthattheperformanceappraisalmaybeavarietyoferrors,suchasthedifferentleadersofdifferentpersonalscales,theaveragetendency,etc.,thentheself-assessmentlink,whichledtothefactorsthatleadtoerrorsit?

First,thepersonalityofeachpersonisdifferentfromtheself-assessmentscaleisverydifferent.Forexample,someemployeesself-confidence,theirownevaluationofhigh,somepeoplefeelinferior,theirevaluationonthelowside.Inaddition,somepeoplepursueperfection,strictrequirementsontheirown,andsomeothershavepassed,thesetwocategoriesofpeopletotheirownscalecertainlydifferent.Also,someoldemployeesofthecompanyandcolleaguesknowveryclearly,scoringwhenitscapability,andnewemployeesdonotknowotherpeople'sshallowdepth,totheirscoringwhenthereisnotmuchreferencetospeakof.

Second,psychologicalresearchshowsthatmostpeopleareoverconfident."Donotmakeanormalfool,"anexampleofthisbookmentionedthatweoftenhearalotofpeoplesaythatthey"notonthephase",thatis,accordingtothephotosdidnotlookgood.Infact,thephotoisanobjectivereflectionofourappearance,andeachofusinthemirrorwhenitwillbespecial(andmaybeunconsciousorhabitual)tochoosethebestangle,thatismorethanalayerofsubjectiveFactorsinit,whichledtoourlookinthemirrorlookbetterthanthephotos.Soinfact,thestaffpartoftheself-assessmentontheprovisionofsucha"mirror"toourstafftothebeauty,thiserrorwhichisself-evident.

Third,thestaffself-assessmentofthescore,theassessmentwilldoagreatimpactonthescoring.Havetheexperienceof"bargain"peopleknowthatifyouseethestallonapackage,andmyheartthatprobablyworth100,butthemouthaskingprice,thebosssaid500,ifyoureallywantthispackage,bigMostpeopleonlydareto300or400piecestocut.Thisistheso-called"anchoreffect",thenegotiationinsidethe"firstoffer,withoutangerineachother'ssituation,thehigherthebetter"isthemeaning,becausethefirstbidwillgreatlygrasptheinitiative,sothattheotherpsychologicalexpectationsResultingingreatchanges.Employeeself-assessmentactuallygavetheexaminerachancetotaketheleadinthebidder,andwhethertheassessmentduetofaceorotherconsiderations,arelikelytobethe"quote"effect,sothattheassessmentresultserror.Weintheactualworkofhumanresources,butalsodidfindthisphenomenon,acompanyseveraldepartmentsstaffperformanceappraisalscores,withoutexception,nolessthanitsself-ratedscores.

Basedontheaboveanalysis,wewillfindthatthedepartmentleadersgettheself-evaluationscoresmixedwithtoomanysubjectivefactors,sothatcannotbefilteredthroughtechnicalmeans,andthisscorewillhaveagreatimpactontheassessment;Confidentemployeeshaveahighscore,andsometimesduetotheneedformandatorydistribution,thosewhorequiretheirownstrict,scoringlowstaffhasbecomeavictim,becausetheirscoringlow,thefinalscoreisdifficulttobebroughtupleadership.Intheassessmentoftheindicatorscannotquantifythemorecomponents,ordifferentdepartmentsindifferentpartsoftheworkofemployees,thelackofuniformmeasureofthetime,thissituationisparticularlyserious.

So,companiesintheperformanceevaluationoftheactualoperation,howtosolvetheseproblemsImentionedabove?Manypeoplemaybefromthe"increasetheproportionofquantifiableindicators,""tostrengthentheassessmentandassessmentofthosewhotraining,Butinpractice,itwillonlyincreasetheworkloadandcomplexityofperformanceappraisal,implementationeasiersaidthandone?Infact,justlookbacktoseetheimplementationofthetwopurposesofself-evaluation.Self-evaluationandimplementationofself-evaluation,,Wewillfindasimplesolution:therelativelyobjectivequantifiableindicators,theimplementationof"employeeself-evaluation",whilemaintaininga"fastdatasource"-infactonlydatasources,butalsoembodiedintheform"Employeeparticipation";andnottoquantifythesubjectiveevaluationofindicators,theassessmentbythedirectscoring,donotgiveemployeesself-evaluation(andthusinthislinkerror)opportunity.

Weknowthatperformanceappraisalinhumanresourcesworkisahugeproject,theimplementationofthehighestcost,companiesshouldseizethemaincontradiction,stepbystep,andintheinitialstage,butnotfortheformoftrapped.SoisslightlyJunpolicyforsomeenterprisesinitiallysetupperformancemanagementsystem,simplycanceltheself-evaluationsession,thusavoidingthelinkerror,butalsotoacertainextentreducetheworkloadandcomplexityoftheassessmentforthenextStepsmoothimplementationofthewellprepared.

Ofcourse,thefrontsaidthatthemainbusinessintheinitialstageofperformancemanagementsituation.Whencompaniesmeetthefollowingconditions:First,theimplementationofthemoresmoothperformancemanagement,implementationcosts