季度績效考核英文自我評(píng)價(jià)-資料下載頁
2024-09-14 15:47本頁面
【正文】 niform measure of the time, this situation is particularly serious. So, panies in the performance evaluation of the actual operation, how to solve these problems I mentioned above? 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 plexity of performance appraisal, implementation easier said than done? In fact, just look back to see the implementation of the two purposes of selfevaluation .Selfevaluation and implementation of selfevaluation, , We will find a simple solution: the relatively objective quantifiable indicators, the implementation of employee selfevaluation, 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 selfevaluation (and thus in this link error) opportunity. We know that performance appraisal in human resources work is a huge project, the implementation of the highest cost, panies 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 enterprises initially set up performance management system, simply cancel the selfevaluation session, thus avoiding the link error, but also to a certain extent reduce the workload and plexity 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 panies meet the following conditions: First, the implementation of the more smooth performance management, implementation costs can be effectively controlled。 Second, the formation of a good performance within the pany culture, we understand the performance management is more uniform, their own evaluation More objective。 Third, the department leaders generally have a clear understanding of the lower levels and independent judgments。 we can think that enterprises have entered the advanced stage. At this point to carry out a real staff selfassessment, it will further mobilize the enthusiasm of employees and the importance of performance, thus forming a virtuous circle of performance management. In summary, the core issue of employee selfevaluation, not how to do a good job, but when to engage in, when should not engage in the problem. It is necessary to distinguish the stage of development of enterprise performance management and select the key points that should be solved at each stage, and will not achieve the multiplier effect without being trapped in form. From the initial stage of performance management to the advanced stage, each enterprise has a long way to go, and this process can not be achieved overnight. 季度績效考核英文自我評(píng)價(jià)相關(guān)：
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