季度績效考核英文自我評價

季度績效考核英文自我評價績效考核是企業(yè)績效管理中的一個環(huán)節(jié)，也是績效管理過程中的一種手段。一個季度過去了，下面是我為大家?guī)淼模ㄓ⑽模ㄗ晕以u價）），信任對你會有關(guān)心的。

季度績效考核英文自我評價篇一

Controltheperformanceoftheleadershipteamperformanceobjectivesatthebeginningofthecontentoftheplan,nowmygoalsfortheyear2021,thetaskreportisasfollows,pleasereview.

First,thecompletionofkeyworkobjectives

1,thecompletionofthetasksassignedbythesuperiorcenter.Thisyear,thehigherlevelofthecentraltaskofmore,involvingmemainlytwo,oneisthebasicorganizationfivebasicconstructionandAGoodactivities,apeople-themaincommentonthewindactivity.Thesetwotasks,theBureauofpartycommitteeshavearrangedeffectivecompetentleadership,myroleismainlyinvolvedinco-management.Thisisamajorthemeinpartybuildingworkthisyear.Inthefaceofheavytasksandmoreactivitiesanddemandinghighpressure,Iwasmainlyinvolvedinaseriesoffollow-upactivities,suchasfivebasicconstructionsandSupervisionactivities.Forexample,inJuneandDecemberthisyear,wecarriedouttwocomprehensivesupervision,topromotetheworkcarriedoutandin-depth,butalsofortheinspectionandacceptanceofJingzhouCity,thenecessarypreparations,passedtheinspectionandacceptanceofJingzhouCity.Besides,themaincommentontheworkofthepopularstyleofgovernment,mymainresponsibilityistoleadthepublicityandeducationgroup.Throughouttheevent,wecarriedoutanumberofpublicityandeducationactivities,thecityshealthsystempeople-themaincommentontheworkstyleofpopularwind,andmadewindandwater,soundandcolor.Inparticular,thepropagandaofpubliccommitmentsystem,thepropagandaoflarge-scalevolunteeractivities,theselectionandpropagandaofdoubletopten,andsoon,playedaverygoodpublicopinion-orientedandguidingroleinthecriticalmomentofthepeoplesappraisal.

2,thecompletionofthenewruralconstructionobjectives.Thisyear,16unitsofthehealthsystemhavecounterpartsupportvillage-levelorganizationsworktasks.Inchargeofleadership,Imainlyassumetheprogramdevelopment,uploadandreleaseandinspectionandsupervisionandotheraspectsofthework.Westrengthenedtheleadership,theimplementationoftraining,follow-upsupervisionandothermeanstopromotethehealthsystemof16ruraltaskforcetoachievetheselectedpeopleinthevillage,toensureworkinghours,conscientiouslydoagoodjobofdiscipline,fulfilledtheToformulatedevelopmentplans,todevelopspecialeconomy,topromotepublicutilities,tostrengthenorganizationconstruction,tostrengthenmissiontraining.Thesystem-widecontactin16villagescontactpoorhouseholdsormembersofthedoublebandmodelhouseholds165,33on-siteoffice,tosupportcashandmaterial210,000yuan,lookingfor30developmentprojects.

Second,thecompletionofthedailyworkobjectives

1,thecompletionoftheBureauoffundsdirectlyundertheunitunionstask.Thisyear,tradeunionfunds,onetaskincreasedby15%,thesecondisahalfyearorayeartosettlethepractice,theimplementationofthemonthlyor15daysaftertheinitiativetodeclarethepaymentmethod.Tothisend,weactivelydoagoodjob9unitsdirectlyunderthecoordinationandsupervisionwork,inaccordancewiththerequirementsoftheMunicipalFederationofTradeUnions,thecompletionoftheunionfundsontime91918yuan.

2,topromotethesystemworkerstoparticipateinthecitysmodelselectionactivities.Inaccordancewiththecitysonceeverytwoyears,themodelselectionmechanism,thisyearisexactlythemodeofratificationinrecognitionoftheyear.51ontheeveofourextensivepublicity,bottom-up,tradeunionreview,thepartydecidedtoapproach,recommendedtheCityMaternalandChildHealthHospitalTanYanping,MunicipalPeoplesHospitalofChenJian,ShishiCitylabormodel,recommendedCityPeoplesHospitalXieHonghuaJingzhouCity,participatedintheadvancedworkers.Aswearefairandimpartial,strictpre-trial,recommendedpositive,completematerials,threepeoplewereelectedtotheappropriatelevelofthemodelworkersandadvanced.

3,theorganizationstafftoactivelyparticipateinthesystem,5.1festivalandotherfestivals.Andthemedicaldepartmenttogether,organizedthe5.12nursefestivalartshow.RecommendedCityPeoplesHospitalgroupdanceprogramDesertRosetoparticipateinShishouFederationofTradeUnions5.1LaborDayculturalactivities,JingzhouCity,5.12NurseryFestivalandJingzhouCityFederationofTradeUnionsVoiceofJingjiangStaffCultureandArtFestivaloftheatricalperformances.

4,theorganizationofveteranstoactivelyparticipateinthesystemChungYeungFestivalactivities.Weadheretotheveteranspoliticaltreatmentandeconomictreatment,butalsooftenorganizeveterancadrestocarryouthealthyandbeneficialfitnessactivities.EspeciallytheorganizationoftheannualcelebrationoftheChungYeungFestivalactivities.OnthedayoftheChungYeungFestival,weorganizedtheretiredveterancadresofthecitysmedicalunitstoparticipateinthecityscollectivemountaineeringactivities.Foreachretiredveterancadrewhoparticipatedintheactivity,thememorialitemswereissued.TheretiredcadresBureauofretiredveterancadrescollectivediscussionanddinner,sothatretiredveterancadresfeelthewarmthofherfamily.

季度績效考核英文自我評價篇二

KeytoPerformancePerformance:Self-AssessmentandObjectives.PerformanceworkisanimportantpartofenterpriseHRwork.Thekeytothefollowingtwopoints:First,giveemployeestheopportunitytoself-assessment;thesecondistomakethestaffsgoalsandthecompanysgoalsareconsistent.

Giveemployeestheopportunitytoself-assess

First,theemployeesself-assessmentaspartofthecompanysperformanceappraisalprocess,isveryimportant.Toencourageemployeestoparticipateinthecompanysperformanceappraisalprocessandensureaneffectivedialoguebetweenmanagersandemployees,youcanusethesameforminthecompanysregularperformancereviewprocess,orcreateaslightlymodifiedversion.

Second,thepurposeofemployeeself-assessmentistoobtainemployeesontheirperformanceofself-pointofview.Thisisapowerfulwaytogiveemployeestheopportunitytospeakthroughouttheperformanceappraisalprocess.Sometimes,managersworryaboutthevalueofself-assessment,thatemployeeswillsimplygivetheirpraiseandhigherratingsinordertotrytoraisetheiractualrating.Experiencehasshownthattheoppositetrendisreal,andwhenweevaluateourselves,wetendtobemoreseverethanothers.

Third,themanagerspersonalviewoftheemployee,self-assessmentisaveryvaluablewayforthecompanytogetmoreinformationaboutemployeeperformance.Itcanalsohelpmanagersstayreadytodealwithdifferencesinopinionoropinionandgaininsightintoemployeeexpectations.

Sothattheobjectivesofthestaffconsistentwiththecompanysgoals

TheimportanceofcreatingaSMART(concrete,measurable,achievable,relevant,time-bound)goalistoassociatetheemployeesgoalswithhigher-levelorganizationalgoals,andyoucreateforemployeesThisisaveryimportantcontext.Thishelpsemployeesunderstandwhytheirworkisimportantandhowtheirworkcontributestothesuccessoftheorganizationasawhole.

Practicehasprovedthatthegoalofthestaffwithahigherlevelofdepartmentalgoals,theobjectivesofthebranchandthegoaloftheentireenterpriselinkedtocreateapersonalgoalandorganizationalgoalsconsistentwiththebigenvironmentforthedevelopmentofstaffperformanceiscrucialImportant,butalsoallowemployeestofeelthattheirworkisveryimportant.

季度績效考核英文自我評價篇三

Inmanyenterprisesperformanceappraisal,thereisastaffself-assessmentlink,whichisthefirstemployeeoftheirperformanceintheassessmentperiod,andthensubmittedtothedirectsuperiortoadjust,andfinallydrawtheemployeesperformancescores.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,andnewemployeesdonotknowotherpeoplesshallowdepth,totheirscoringwhenthereisnotmuchreferencetospeakof.

Second,psychologicalresearchshowsthatmostpeopleareoverconfident.Donotmakeanormalfool,anexampleofthisbookmentionedthatweoftenhearalotofpeoplesaythattheynotonthephase,thatis,accordingtothephotosdidnotlookgood.Infact,thephotoisanobjectivereflectionofourappearance,andeachofusinthemirrorwhenitwillbespecial(andmaybeunconsciousorhabitual)tochoosethebestangle,thatismorethanalayerofsubjectiveFactorsinit,whichledtoourlookinthemirrorlookbetterthanthephotos.Soinfact,thestaffpartoftheself-assessmentontheprovisionofsuchamirrortoourstafftothebeauty,thiserrorwhichisself-evident.

Third,thestaffself-assessmentofthescore,theassessmentwilldoagreatimpactonthescoring.Havetheexperienceofbargainpeopleknowthatifyouseethestallonapackage,andmyheartthatprobablyworth100,butthemouthaskingprice,thebosssaid500,ifyoureallywantthispackage,bigMostpeopleonlydareto300or400piecestocut.Thisistheso-calledanchoreffect,thenegotiationinsidethefirstoffer,withoutangerineachotherssituation,thehigherthebetteristhemeaning,becausethefirstbidwillgreatlygrasptheinitiative,sothattheotherpsychologicalexpectationsResultingingreatchanges.Employeeself-assessmentactuallygavetheexaminerachancetotaketheleadinthebidder,andwhethertheassessmentduetofaceorotherconsiderations,arelikelytobethequoteeffect,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?Manypeoplemaybefromtheincreasetheproportionofquantifiableindicators,tostrengthentheassessmentandassessmentofthosewhotraining,Butinpractice,itwillonlyincreasetheworkloadandcomplexityofperformanceappraisal,implementationeasiersaidthandone?Infact,justlookbacktoseetheimplementationofthetwopurposesofself-evaluation.Self-evaluationandimplementationofself-evaluation,,Wewillfindasimplesolution:therelativelyobjectivequantifiableindicators,theimplementationofemployeeself-evaluation,whilemaintainingafastdatasource-infactonlydatasources,butalsoembodiedintheformEmployeeparticipation;andnottoquantifythesubjectiveevaluationofindicators,theassessmentbythedirectscoring,donotgiveemployeesself-evaluation(andthusinthislinkerror)opportunity.

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

Ofcourse,thefrontsaidthatthemainbusinessintheinitials