績(jī)效考核英文自我評(píng)價(jià)書(shū)寫(xiě)范文(已修改)
2025-04-03 21:01 本頁(yè)面
【正文】 績(jī)效考核英文自我評(píng)價(jià)書(shū)寫(xiě)范文績(jī)效考核英文自我評(píng)價(jià)書(shū)寫(xiě)范文篇一 Key to Performance Performance: Self Assessment and work is an important part of enterprise HR work. The key to the following two points: First, give employees the opportunity to selfassessment。 the second is to make the staffs goals and the panys goals are consistent. Give employees the opportunity to selfassess First, the employees selfassessment as part of the panys performance appraisal process, is very important. To encourage employees to participate in the panys performance appraisal process and ensure an effective dialogue between managers and employees, you can use the same form in the panys regular performance review process, or create a slightly modified version. Second, the purpose of employee selfassessment is to obtain employees on their performance of selfpoint 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 selfassessment, that employees will simply give their praise and higher ratings in order to try to raise their 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, selfassessment is a very valuable way for the pany to get more information about employee performance. It can 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 panys goals The importance of creating a SMART (concrete, measurable, achievable, relevant, timebound) goal is to associate the employees goals with higherlevel 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 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 crucial Important, but also allow employees
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