【正文】 16。Development Opportunities 發(fā)展的機(jī)會(huì)216。 Flexible Learningon the job coaching, mentoring, team based activities (. task force), project assignments, international assignments, job swaps, etc.機(jī)動(dòng)學(xué)習(xí)在職指導(dǎo)，交良師益友，團(tuán)隊(duì)活動(dòng)(例如：主題工作)，項(xiàng)目分派，國際工作，工作輪換等。 SelfLearningreading and research, expert briefing, etc.自我學(xué)習(xí)閱讀和研究，專題會(huì)議等Training 培訓(xùn)216。216。 Technical / Functional技術(shù)/功能more specific to a particular function or role更多的是針對(duì)特別的功能與規(guī)則167。 The Development Needs section of the PMP document is as follows:PMP文件關(guān)于發(fā)展需求部分的內(nèi)容如下：Part E : DEVELOPMENT NEEDS 第五部分：發(fā)展需求資質(zhì)Competencies工作表現(xiàn)評(píng)分Ratings from Performance Review(請(qǐng)指明重要資質(zhì)的具體要求)( Identify specific needs for important petencies )以成就為導(dǎo)向Achievement Orientation適應(yīng)變化Adapt to Change溝通Communication紀(jì)律Disciplined主動(dòng)性Initiative誠信Integrity工作質(zhì)量Quality of Work自我認(rèn)知Self Awareness自我發(fā)展Self Development團(tuán)隊(duì)工作Teamwork工作知識(shí)及技能Job Knowledge amp。 Track achievement to date against set objectives檢討目標(biāo)完成的日期216。 Reconsider resources and constraints重新考慮資源與限制 216。3Appraiser評(píng)估者Review employee assessment.檢討雇員的進(jìn)度4Appraiser評(píng)估者Draft MidYear Assessment and Ratings準(zhǔn)備年中評(píng)估和評(píng)分5Employee and Appraiser雇員和評(píng)估者M(jìn)eet with employee to discuss progress on objectives, behavioral / leadership petencies and development plan和雇員討論目標(biāo)，行為，領(lǐng)導(dǎo)資質(zhì)和發(fā)展計(jì)劃的進(jìn)度6Appraiser評(píng)估者Print copy of review and obtain necessary signatures編印和簽署7Appraiser評(píng)估者Provide signed copy to employee and to HR編印給雇員與HRISSUE: MATRIX EMPLOYEE INPUTSTEP 3: YearEnd第三步：年終The Overall Performance rating is based on both Objective Acplishment (50%) and Competency Assessment (50%). The equal weighting on Objective Acplishment and Competencies shows that getting the desired results, and actions and behaviors in getting those results, are equally important in Johnson Electric.總體表現(xiàn)的比率包括50%目標(biāo)達(dá)成率和50%資質(zhì)。The Overall Performance section of the PMP document is as follows:PMP文件中關(guān)于總體的工作表現(xiàn)部分如下：Part C: Overall Performance 第三部分： 總體工作表現(xiàn)Rating 評(píng)分:5 Outstanding 表現(xiàn)超卓2 Meet Some 部分符合期望4 Exceed Some 部分超出期望1 Poor Performance 表現(xiàn)劣差3 Meet Expectations 完全符合期望總體表現(xiàn)評(píng)分：(目標(biāo)和資質(zhì)評(píng)分各占50%)Overall Performance Rating : (50% on Objectives+ 50% on Competencies)STEP 3: Meeting Summary – YearEnd第三步：會(huì)議總結(jié)年終1Employee雇員Employees provide data to Appraiser:雇員提供數(shù)據(jù)予評(píng)估者： Objective evidence concerning objectives, petency ratings and pletion of training / development plans 關(guān)于目標(biāo)完成情況， 資質(zhì)和完成培訓(xùn)以及發(fā)展計(jì)劃的數(shù)據(jù)2Appraiser / Cost Center Heads評(píng)估者/成本中心負(fù)責(zé)人a) Review employee assessment檢討雇員的進(jìn)行情況b) Draft assessment and ratings準(zhǔn)備評(píng)估和評(píng)分c) Enter ratings into Performance Distribution Graph 把評(píng)分填寫在績效評(píng)估表格內(nèi)3Cost Center Heads成本中心負(fù)責(zé)人Submit appraisal documents and Performance Distribution Graph to HR Points of Contact把績效評(píng)估文件和表格呈送HR相關(guān)負(fù)責(zé)人5Human Resources人力資源部a) Compile data for consistency across departments, functions and BUs。b) Return documents to Manager把文件返回給經(jīng)理6Appraiser評(píng)估者a) Meet with employee to review final assessment and ratings和雇員再次檢討最后的評(píng)估和評(píng)分b) Print copy of review編印表格c) Obtain necessary signatures簽署7Appraiser評(píng)估者Provide signed copy to employee and to HR Points of Contact編印給雇員與HRObjective Acplishment 目標(biāo)完成情況The following rating scales are used to assess acplishment in objectives以下評(píng)分用作評(píng)估目標(biāo)完成情況ScaleRatingPerformance5Outstanding表現(xiàn)超卓Consistently exceed expectations in all areas.經(jīng)在所有方面均超期望4Exceed Some 超額完成部分任務(wù)Exceed expectations in some areas.在某些方面表現(xiàn)超期望3Meet Expectations符合期望Fully meets expectations in achieving the objective(s).完全符合目標(biāo)的期望2Meet Some完成部分目標(biāo)Partially meet the objective(s) and requirements of the normal job.符合某些目標(biāo)要求和日常工作的要求1Poor Performance 表現(xiàn)劣等Do not sufficiently achieve t