【正文】 C: 部分達(dá)到 Partially attained D: 沒有達(dá)到 Not met N: 不適用 Not applicable 意見 COMMENTS (for individual goals only) 僅適用于個人目標(biāo) EMPLOYEE39。S COMMENTS 目標(biāo)及評估 GOALS AND EVALUATION 2 目標(biāo) 2 GOAL 2 集體目標(biāo) Collective 個人目標(biāo) Individual 衡量標(biāo)準(zhǔn) MEASURE 比重 WEIGHT (%) 狀態(tài) STATUS 達(dá)到目標(biāo)的程度 Extent to which the objective has been achieved A B C D N Achievement level (%age) 完成率 % A: 超過 Exceeded B: 達(dá)到 Met C: 部分達(dá)到 Partially attained D: 沒有達(dá)到 Not met N: 不適用 Not applicable 意見 COMMENTS (for individual goals only)僅適用于個人目標(biāo) EMPLOYEE39。 These objectives must be clearly expressed, measurable or observable against the given indicator, realistically achievable but challenging enough to be motivating. 目標(biāo) 1 GOAL 1 集體目標(biāo) Collective 個人目標(biāo) Individual 衡量標(biāo)準(zhǔn) MEASURE 比重 WEIGHT (%) 狀態(tài) STATUS 達(dá)到目標(biāo)的程度 Extent to which the objective has been achieved A B C D N Achievement level (%age) 完成率 % A: 超過 Exceeded B: 達(dá)到 Met C: 部分達(dá)到 Partially attained D:沒有達(dá)到 Not met N: 不適用 Not applicable 意見（僅適用于個人目標(biāo)） COMMENTS (for individual goals only) 員工的意見 EMPLOYEE39。 These objectives must be appropriate for the level of position concerned. 如果必要的話，可設(shè)定一個年中時間，以便更新那些可能發(fā)生變化的目標(biāo)。 Set 5 to 6 objectives for the following year (including collective and individual objectives: take care to differentiate them). 至少包括一個團(tuán)隊（或跨部門的）目標(biāo)，和一個個人發(fā)展及 （或）管理目標(biāo)。s Comments 1 直屬上司必須結(jié)合職能上司所設(shè)定的目標(biāo) 。 This same document is also used at the end of the year to review these objectives, evaluate petencies, and determine the professional and personal development plans. 在第一年度，本評估指南只用于設(shè)定目標(biāo) In the first year, the evaluation guide is only used for setting the objectives. 對業(yè)績進(jìn)行綜合 評估， 在對應(yīng)的方格內(nèi)打 勾 Assess the general performance by ticking the appropriate box. 遠(yuǎn)遠(yuǎn)超越了目標(biāo) Far beyond objectives 1 超越了部分目標(biāo) Exceeded some objectives 2 達(dá)到目標(biāo) Achieved objectives 3 達(dá)到了部分目標(biāo) Achieved some objectives 4 沒有達(dá)到目標(biāo) Not achieved objectives 5 員工的意見 Employee39。在面談之前，管理人員和員工都必須進(jìn)行充分準(zhǔn)備。 To set the objectives for the ing year, and to specify the means for achieving them, and the indicators needed for their future evaluation. 為達(dá)成上述目標(biāo)，管理人員和員工之間必須進(jìn)行一次談話以充分交流觀點 。 The Performance and Development Guide has been designed to help managers better satisfy this requirement. It is mon to all panies within the Group and is used as a basis for the annual appraisal between the supervisor and his/her employees. 業(yè)績和發(fā)展評估的面談須達(dá)到以下四個目標(biāo)： The performance and development appraisal interview satisfies 4 objectives: 1. 評估上一 年目標(biāo)的達(dá)成情況（成功和困難之處） To assess the results (successes and difficulties), respecting the objectives of the previous year. 2. 評估員工的能力（集團(tuán)所期望的管理能力和部門所 要求的特殊能力），并確定以后的發(fā)展需求。 Each supervisor is responsible for the development of his/her employees. It is a fundamental management principle in the DANONE Group, and this requirement is clearly confirmed by the Group values. 業(yè)績評估和發(fā)展指南是為幫助管理人 員更好地履行這一要求而設(shè)計的。 業(yè)績 和發(fā)展 評估 Performance and Development Review 評估 指南 Appraisal guide 評估年度 Appraisal Year 員工姓名 Employee’s Name 公司 Company 業(yè)績 Performance 能力 Competencies 發(fā)展 Development 意見 Comments 每一位主管都要對他們員工的未來發(fā)展負(fù)責(zé)。這是達(dá)能集團(tuán)的基本管理 原則，集團(tuán)的價值觀也明確肯定了這一要求。它適用于集團(tuán)內(nèi)的所有公司，并作為上級管理人員和員工之間進(jìn)行年度評估的基本依據(jù)。 To evaluate the petencies of the employee (managerial petencies expected