季度績效考核英文自我評價(參考版)
2024-09-14 15:47本頁面
【正文】 Third, the department leaders generally have a clear understanding of the lower levels and independent judgments。 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。s situation, the higher the better is the meaning, because the first bid will greatly grasp the initiative, so that the other psychological expectationsResulting in great changes. Employee selfassessment actually gave the examiner a chance to take the lead in the bidder, and whether the assessment due to face or other considerations, are likely to be the quote effect, so that the assessment results error. We in the actual work of human resources, but also did find this phenomenon, a pany several departments staff performance appraisal scores, without exception, no less than its selfrated scores. Based on the above analysis, we will find that the department leaders get the selfevaluation scores mixed with too many subjective factors, so that can not be filtered through technical means, and this score will have a great impact on the assessment。 However, if the assessment of 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 the selfassessment link, which led to the factors that lead to errors it? First, the personality of each person is different from the selfassessment scale is very different. For example, some employees selfconfidence, their own evaluation of high, some people feel inferior, their evaluation on the low side. In addition, some people pursue perfection, strict requirements on their own, and some others have passed, these two categories of people to their own scale certainly different. Also, some old employees of the pany and colleagues know very clearly, scoring when its capability, and new employees do not know other people39。s performance s
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