季度绩效考核英文自我评价

1、季度绩效考核英文自我评价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_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 20xx, the task report is as follows, please review.first, the

2、 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 good activities, a people - the main comment on the wind act

3、ivity. 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 activities and demanding high pressure, i was mainly involved

4、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 out and in-depth, but also for the pection and acceptance of jingzhou city, the nec

5、essary preparations, passed the pection 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 group. throughout the event, we carried out a number of publicity and education activities,

6、 the citys 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 large-scale volunteer activities, the selection and propaganda of double top ten, and so on, pl

7、ayed a very good public opinion-oriented and guiding role in the critical moment of the peoples appraisal.2, the completion 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 m

8、ainly assume the program development, upload and release and pection and supervision and other aspects of the work. we 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

9、 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 promote public utilities, to strengthen organization construction, to strengthen mission training . the system-wide contact in 16 villag

10、es 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 for 30 development projects.second, the completion of the daily work objectives1, the completion of the bureau of funds directly under the unit unions

11、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 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 an

12、d supervision work, in accordance with the requirements of the municipal federation of trade unions, the completion of the union funds on time 91918 yuan.2, to promote the system workers to participate in the citys model selection activities. in accordance with the citys once every two years, the mo

13、del selection mechanism, this year is exactly the mode of ratification in recognition of the year. 51 on the eve of our extensive publicity, bottom-up, trade union review, the party decided to approach, recommended the city maternal and child health hospital tan yanping, municipal peoples hospital o

14、f chen jian, shishi city labor model, recommended city peoples hospital xie honghua jingzhou city, participated in the 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 an

15、d advanced.3, the organization staff to actively participate in the system, 5.1 festival and other festivals. and the medical department together, organized the 5.12 nurse festival art show. recommended city peoples hospital group dance program desert rose to participate in shishou federation of tra

16、de unions 5.1 labor day cultural activities, jingzhou city, 5.12 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 activ

17、ities. we adhere to the veterans political treatment 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 fest

18、ival, we organized the retired veteran cadres of the citys medical units to participate in the citys 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 d

19、iscussion 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 of enterprise hr work. the key to the following two points: first, give employees the opportunity to

20、 self-assessment; the second is to make the staffs goals and the companys goals are consistent.give employees the opportunity to self-assessfirst, the employees self-assessment as part of the companys performance appraisal process, is very important. to encourage employees to participate in the comp

21、anys performance appraisal process and ensure an effective dialogue between managers and employees, you can use the same form in the companys regular performance review process, or create a slightly modified version.second, the purpose of employee self-assessment is to obtain employees on their perf

22、ormance 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

23、actual rating. experience 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 company to get more information about employee performance. it

24、can also help managers stay ready to deal with differences in opinion or opinion and gain ight into employee expectations.so that the objectives of the staff consistent with the companys goalsthe importance of creating a smart (concrete, measurable, achievable, relevant, time-bound) goal is to assoc

25、iate the employees 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 has proved that the goal o

26、f 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 crucial important, but also allow employ

27、ees 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 superior to adjust, and finally draw the employees

28、 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 in performance appraisal; however, if the assessment of

29、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 different personal scales, the average tendency, etc., then

30、the self-assessment link, which led to the factors that lead to errors it many people may be from the increase the proportion of quantifiable indicators, to strengthen the assessment and assessment of those who training, but in practice, it will only increase the workload and complexity of performan

31、ce 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 of self-evaluation, , we will find a simple solution: the relatively objective quantifiable indicators, the implementation

32、of employee self-evaluation, while maintaining a fast data source - in fact only data sources, but also embodied in the form employee participation; and not to quantify the subjective evaluation of indicators, the assessment by the direct scoring, do not give employees self-evaluation (and thus in t

33、his link error) opportunity.we know that performance appraisal in human resources work is a huge project, the implementation of the highest cost, 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

34、 enterprises initially set up performance management system, simply cancel the self-evaluation session, thus avoiding the link error, but also 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 implementation of the more smooth p