1 What is the Performance Evaluation?
Performance evaluation is a formal staff appraisal system, which is through systematic methods and principles to evaluate and survey the staff’s working in the office on the behavior and the achievement. Performance evaluation is a management communication activity between managers and employees .Performance evaluation results can directly affect the pay adjustments, bonuses, duties of staff movements and many other vital interests.
2 Purposes of Performance Evaluation
Performance evaluation serves a number of purposes in organization:
(1) To provide the basis for the promotion, demotion, transfer and separation of the staff;
(2) To receive feedback of the staff’s performance evaluation from organization;
(3) To evaluate the contribution of the staff and team to the organization;
(4) To provide basis for the employee’s salary decisions;
(5) To evaluate the decision of the recruitment selection and the assignment;
(6) To understand the needs of the team or staff’s trainin g and education;
(7) To evaluate the effect of the train and staff’s career planning assessment;
(8) To provide information of the work plan, budget and human resources planning.
3 Role of Performance Evaluation
There is a series of roles of performance evaluation.
(1) It can provide an important reference for the decision.
(2) It can provide the important support for organizational development.
(3) It ca n provide staff with a side of “good mirror”.
(4) It can determine the work of paid staff.
(5) It can provide the basis for the evaluation of potential employees and related personnel provide a basis for adjustment.
4 Methods of Performance Evaluation
1) Written essays
Written essays method is the staff write a report to reflect the completion of their work, knowledge and skills.
2) Critical incidents
It was a method to make the performance evaluation which through the work of the best or the worst case analysis, to identify the work behavior for this event
3) Graphic rating scales
In this method, a set of performance factors, such as quantity and quality of work, depth of knowledge, cooperation, loyalty, attendance, honesty and initiative, are listed the evaluator then goes down the list and rates each on incremental scales through they don't provide the depth of information that essays or critical incidents do, they are less time-consuming to develop and administer.
4) Behavior of anchor
Behavioral anchored rating method is specific and measurable focus on work behavior, the numerical assessment of the project to the rate, will work to assess the behavior and target contrast.
5) Multiperson comparison
Multiperson comparison evaluate one individual's performance against one or more others .It is a relative rather than an absolute measuring device. There are three most popular comparisons: group order ranking, individual ranking and paired comparisons.
5 Potential Problems
There are all kinds of potential crises and problems in the performance evaluation process. In particular, people often make the following errors:
(1) Generous error, as a supervisor or manager's assessment of people, some may unconsciously exaggerate the assessment, usually make high scores to their own subordinate, which appeared positive generous error. Others can be unconsciously underestimate the performance, which appear negative generous error.
(2) Halo effect, the evaluator assess the characteristics of people for an impact assessment over the assessment of other characteristics, so there is halo effect.
(3) Similarity of the error, some evaluator unconsciously assess the nature and characteristics of those similar to themselves are more favorable, so it will make the differ for the assessment results
(4) Political orientation, a number of evaluators to assess the process as a political opportunity, according to their preferences so openly to reward or punish employees.
6 Overcoming the Problem
A mistake for the above, although it can not guarantee that will come to accurate performance evaluation, but the following suggestions will help make the process more objective and fair.
(1) Emphasis on behavior rather than the characteristics. Many good characteristics often considered relevant to the performance. But in fact, it has little or nothing to do. Such as loyalty, initiative, courage, reliability, self-expression and other characteristics, has the intuitive appeal. But the question is, are the people receive high qualities on the evaluation of individuals, their performance must be better than those who are low? Think of th e loyalty, people’s views may be totally different. This also led to the characteristics of evaluation, assessment’s internal consistency were very low.
(2) Through the act of the diary recording, diary can help people to evaluate the information in organizational memory better. The diary method can reduce the evaluation error and halo error generous, because the assessment methods reward evaluator to focus on the behavior and performance, rather than the characteristics of the staff.
(3) Using multiple evaluators, the more evaluators increased, the possibility of receive the more accurate information will be increased. If there are 10 executives, 9 of them think that he is well, only one think he is bad, then we can make a discount for the bad evaluation. Therefore, the staff the often act within organization to get the number of evaluators’ a variety of evaluations, will more likely to receive valid and reliable evaluation.
(4) Selective evaluation, the evaluators make evaluations only in their own area.
If the evaluator evaluates those familiar dimensions in the right position to, it will improve the consistency between assessments, and improve the effectiveness of the evaluation process.
(5) Training evaluation, if you can not find good evaluator, then one option is to bring them to you, through the training to improve the effect of the evaluator.
(6) Provides exemption procedures to employees, using the exemption procedures in assessing, the concept of fair treatment of employees can be improved. But when the exemption procedures as a part of evaluation system, employees will have a more positive response to the assessment process to obtain a more accurate assessment of the results, employees also left a higher expression of intent in the organization.
7 My view
For my opinion, performance evaluation is the process of dialogue between manager and staff, intended to help employees to improve their performance capabilities, so that the staff's efforts is consistent with the company's vision and goals, so that employees and enterprises will be in parallel.
Nowadays, the performance evaluation program is not perfect, there is this or that problem, we need to explore continuously in practice and make more perfect, with the company and staff needs’ evaluation program, and thus obtain more accurate evaluation result.
绩效考核英文自我评价书写范文 绩效考核英文自我评价书写范文篇一Key to Performance Performance: Self - Assessment and Objectives.Performance work is an important part of enterprise HRwork. The key to the following two points: First, give employees the opportunity to self-assessment; the second is to make the staffs goals and the companys goals are consistent. Give employees the opportunity to self-assess First, the employees self-assessment as part of the companys performance appraisal process, is very important. To encourage employees to participate in the companys performance appraisal process and ensure an effective dialogue between managers and employees, you can use the same form in the companys regular performance review process, or create a slightly modified version. Second, the purpose of employee self-assessment is to obtain employees on their performance of self-point 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 self-assessment, that employees will simply
绩效考核标准Performance assessment standard 序号S/N 项目 ITEM 内容 CONTENT 权重 weight 1 工作态度 Working attitude 1，品德端正，遵纪守法，每月无违反公司的各项管理规定和制度（3）； Possess virtue, following regulations, no violation of company regulations within one month（3）. 2，工作认真负责，积极主动，能吃苦耐劳，服从安排（3）；Reliable and active to work, capable of doing hard job, obedience to work arrangement(3) 3，为公司利益不计个人得失，扎根本职工作，锐意进取，为公司员工树立 良好形象并起到带头作用（3）Take company interest as first priority, make more progress based on your win duty to set an good example to other staff in company(3). 4，热爱公司，维护公司形象，认同公司企业文化，爱岗敬业，乐于助人， 与同事相处融洽，有团队精神和集体荣誉感（3）；Trust company from inside your heart, protect company culture and image, be loyal to company, possess sense of team spirit and collective honor(3). 5，良好的个人形象和素养（3）suitable personnel appearance and cadibre(3)，个人（工序）岗位7S工作做得好（10）do well at implementation of 7S working standard(10)； 6，每月内无任何被投诉记录（经查实的）；受到领导、员工或雇主普遍好 评的（3）No compliance received within one month, get high praise from boss, master and other working staff(3). 28% 2 工作能力 Working capability 8，生产的重点就是平衡产量和质量，不能要求产量忽视了质量，也不能 因质量忽视了产量，达到并超过专业技能或业务水平优秀，完全胜任本职 工作，把质量放到首位；The most important point of production is to keep balance between product quality and quantity. （考核办法：按返工、修复频次和数量核算，找不到责任人，班组长承担 所有罚款，每个罚款?10，再每个扣1分，扣完为止，如果已外发客户因质 量问题退回返工，每个罚款?20 Assessment rules: for each unqualified product, the person who is responsible will be fined 10 NAIRAS and lose 1 point, until all available points are gone. For each unqualified product which is detected by customer, the fine would be 20 NAIRAS. Squad leader will be responsible for the fine if the direct responsible cannot be found ） 20% DISCOVERY INTERNATIONAL FZE 拓展国际自贸区公司
kpi绩效考核论文 篇一：企业可动态配置KPi的绩效考核系统毕业论文 扬州大学毕业设计（论文） 可动态配置KPi的绩效考核系统 学号:111405112 姓名:李国升 专业:信息管理与信息系统 指导老师:丁晓超 二零一五年六月 扬州大学本科毕业设计（论文）第i页 摘要 在如今行业竞争激烈的环境下，如何提高企业效率和产出是值得每个管理者思考的问题，其中很重要的一方面就是如何有效的管理企业员工、提高员工工作积极性。 对于不同部门不同职能的员工而言，绩效考核标准也不相同。绩效考核系统可以有效的对员工进行管理和考核，通过设置不同的kpi指标和权重为企业员工制定工作目标和考核指标，在保证员工日常工作内容的基础上提高员工工作积极性和效率。 该系统主要探讨了针对iT公司的绩效考核系统，在此基础上，进行需求分析，划分为几大功能模块进行：人员管理、奖惩管理、调动管
理、考核管理，对使用者角色划分为：账户管理者，部门管理者，普通职员，对部门管理者也有一定级别划分，对使用者采用适当的权限控制，使其可以使用不同系统功能和信息查询。 关键词：KPi绩效考核；jsp技术；mysql数据库； abstract nowintheindustryenvironmentoffiercecompetition,howtoimprovebusiness efficiencyandoutputisworththinkingaboutforeverymanager,whichisveryim portantontheonehandishowtomanageenterpriseemployeeseffectivelyandst aff'sworkenthusiasm. Totheemployeesofdifferentdepartmentsandfunctions,performanceappraisa lstandardisnotthesame.Performanceappraisalsystemcaneffectivelymanage andassessthestaff.Bysettingdifferentkpiindexandweightforenterpriseemplo yees,buildtheworkobjectivesandevaluationindicators.onthebasisoftheguar anteeemployeesdailyworkcontent,improvestaff'sworkenthusiasman defficiency. ThesystemismainlydiscussedtheperformanceappraisalsystemforiTcompan ies,onthisbasis,dothedemandanalysis,dividedintoseveralfunctionalmodule s:personnelmanagement,rewardsandpunishmentmanagement,shiftmanage ment,appraisalmanagement.Theuserroleisdividedinto:accountmanagers,de partmentmanagers,generalstaff,alsohaveacertainleveltodepartmentmanage rs,adoptappropriatepermissionscontroltotheuser,makeitscanusedifferentsy stemfunctionandinformationquery.
1 What is the Performance Evaluation? Performance evaluation is a formal staff appraisal system, which is through systematic methods and principles to evaluate and survey the staff’s working in the office on the behavior and the achievement. Performance evaluation is a management communication activity between managers and employees .Performance evaluation results can directly affect the pay adjustments, bonuses, duties of staff movements and many other vital interests. 2 Purposes of Performance Evaluation Performance evaluation serves a number of purposes in organization: (1) To provide the basis for the promotion, demotion, transfer and separation of the staff; (2) To receive feedback of the staff’s performance evaluation from organization; (3) To evaluate the contribution of the staff and team to the organization; (4) To provide basis for the employee’s salary decisions; (5) To evaluate the decision of the recruitment selection and the assignment; (6) To understand the needs of the team or staff’s trainin g and education; (7) To evaluate the effect of the train and staff’s career planning assessment; (8) To provide information of the work plan, budget and human resources planning. 3 Role of Performance Evaluation There is a series of roles of performance evaluation. (1) It can provide an important reference for the decision. (2) It can provide the important support for organizational development. (3) It ca n provide staff with a side of “good mirror”. (4) It can determine the work of paid staff. (5) It can provide the basis for the evaluation of potential employees and related personnel provide a basis for adjustment. 4 Methods of Performance Evaluation 1) Written essays Written essays method is the staff write a report to reflect the completion of their work, knowledge and skills. 2) Critical incidents It was a method to make the performance evaluation which through the work of the best or the worst case analysis, to identify the work behavior for this event 3) Graphic rating scales In this method, a set of performance factors, such as quantity and quality of work, depth of knowledge, cooperation, loyalty, attendance, honesty and initiative, are listed the evaluator then goes down the list and rates each on incremental scales through they don't provide the depth of information that essays or critical incidents do, they are less time-consuming to develop and administer. 4) Behavior of anchor Behavioral anchored rating method is specific and measurable focus on work behavior, the numerical assessment of the project to the rate, will work to assess the behavior and target contrast.
薪酬及绩效考核管理英语 本文将介绍薪酬及绩效考核管理的相关英语词汇和表达方式。在人力资源管理中，薪酬和绩效考核是重要的工作内容。以下是一些相关的英语表达： 1. 薪酬管理 - Salary management - Compensation management - Payroll management - Wage management 2. 绩效考核 - Performance appraisal - Performance evaluation - Performance review - Performance assessment 3. 绩效考核指标 - Performance indicators - Key performance indicators (KPIs) - Metrics - Performance measures 4. 薪酬结构 - Salary structure - Pay structure
- Compensation structure - Wage structure 5. 薪酬福利 - Compensation and benefits - Pay and benefits - Salary and benefits - Remuneration and benefits 6. 绩效奖金 - Performance bonus - Incentive bonus - Merit bonus - Performance-based pay 7. 绩效改进计划 - Performance improvement plan (PIP) - Performance development plan (PDP) - Performance enhancement plan - Performance growth plan 8. 绩效管理流程 - Performance management process - Performance appraisal process - Performance evaluation process - Performance review process
绩效考核表的自我评价英文版 绩效考核表的自我评价英文版篇一 The so-called work performance, that is, the work of employees in the work of the results show that the customer is satisfied with your service, leadership is recognized for your work and so on. How to write the work of self-identification, the following information for the performance of self-identification of the model, for reference purposes only. Work self-identification model: two months later, I admit that I communicate with customers less some, on the one hand because the market continued cold. I understand everyone's mood, although the decline in the process of never stop to give you a reminder, but little effect, a lot of people are holding holdings in 2007 to earn money to stick to the mentality of the present, in exchange for the Is the market value of half the painful price cut down the middle. On the other hand, I have been in an orderly conduct of the marketing team management. First of all, from February 18, 2008 began the account opening activities account, this time the activities of the company is still a unified nationwide, and the sales department has also developed a marketing team to develop customer incentive programs, Banks Bank staff introduce the customer's incentive program. My first job is to have all the data in the game. In this event, as of May 1, all marketing representatives of a total of eight account 199, of which 100 households, the amount of gold 472,7829 yuan, after the completion of each of the marketing representatives of the development of the customer's situation , Check with the manager, I will introduce the bank staff to select customers out, according to the cash reward. Among them, the award of work has been issued and the manager is completed. Because of the departure of the account manager, I went to the Agricultural Bank for stagnation. There, I also deeply appreciate the inner feelings of a marketing representative. In fact, marketing is a way of communication, communication, communication needs of their own time to grasp. As far as possible the degree of customer resentment to their own minimum, so as to seize the opportunity to let him willing to accept our products. However, we may be in the communication performance is not in place, there are reasons for self-esteem, the limitations of the above character, not allowed to grasp the rhythm, so many people do not have to communicate
年度绩效考核英文自我评价 绩效考核是绩效管理过程中的一种手段。那么这样的表格里的自我评价可以怎么写呢？为大家精心整理了年度绩效考核英文自我评价，觉得不错就分享给好友哦。 年度绩效考核英文自我评价篇一 Over the past year, under the leadership and love of leaders at all levels, I have tried to learn various medical policies, strengthened my own ideological and political and business knowledge learning, and prehensively improved my overall quality and successfully pleted the whole years work. First, the political and ideological ects Conscientiously study and consciously implement the Seventeenth National Congress of the medical and health ects of the principles and policies, and strengthen the morality of learning and training, adhere to the patient as the center and quality as the core concept of care services, to serve the people contributing to society. Second, business learning Actively participated in the hospital anization of business learning activities, especially learning basic theory of Chinese medicine, with the theory of dialectical therapy to guide the daily nursing work. The second is to participate in the post-graduate cation. In the case of very busy work to adhere to self-learning, is about to obtain nursing undergraduate degree. At any time not fet to improve their basic theory, basic knowledge and basic skills. Nurses annual assessment and identification of the end of the work. Third, efforts to plete the job tasks To strictly enforce the operation of norms, for the patients responsible for the leadership assured. The work of demanding high standards. Can do everything possible for the sake of patients suffering. To master the relevant nursing work system, job responsibilities, nursing routine, operating procres, the correct implementation of the treatment, care measures, serious enthusiasm for each patient. Fourth, to strengthen their own rest, improve self-sentiment Respect for the leadership of respect for the higher, unite the old rades, love new rades, work attitude clear, never accept the patient to eat, frugal life, cultivated as a medical workers noble sentiments. 年度绩效考核英文自我评价篇二 Since ____, I am keen on my own work, strict demands on myself, straighten the work position, always keep the attitude of "modesty", "cautiousness" and "self-discipline", and always diligent in the support of the leaders and the help of colleagues. Learning, proactive, and strive to improve themselves, and always work hard, conscientiously plete the task, perform good job duties, outstanding performance in all ects, has been the leadership and the masses of the affirmative. Now a year to learn, work summarized as follows: First, self-discipline, and consciously strengthen party spirit, political and ideological awareness has been improved. Over the past year, we have consistently adhered to the correct
绩效考核英文评价范文 绩效考核英文评价范文篇一 In 2010, I can support the leadership of the Communist Party of China, adhere to the four basic principles, conscientiously study the rules and regulations, abide by the rules and regulations of the country, in the work of hard work, hard working, on time to complete the leadership layout The task, to unite the relationship between colleagues in the completion of their own work, and actively help the needy colleagues. Principle of strong, positive hard work, serious and responsible, have a strong entrepreneurial spirit. To deal with the problem in an orderly manner, act neat and accurate; the overall concept, to unite colleagues, to complete the task. In the completion of their own work, and actively help the needy colleagues. My main work in 2010 are: 1, to learn new business knowledge, to consolidate the original knowledge, based on the self-conscious and constantly enrich their knowledge and work skills, in order to clear the use of all systems and familiar with the maintenance methods. In addition to the perfect system, in addition to the international business of gold trading, the other such as fmis, cms, the people's anti-money laundering system, personnel management systems, trade union financial systems, and so the system has been replaced by web version, each update a system, Will take the initiative to understand the relevant operation and technical conditions, through continuous learning and humbly ask, so that their never backward. 2, deal with the relationship between colleagues, so that the fastest speed to solve the problem, such as a moment to go, will explain the reasons for all failures as far as possible within two
绩效考核英语个人评价 经常听人说绩效考核，可是你对它掌握是多少？下边是我为大伙儿产生方面的英文个人评价，坚信对你能有协助的。 绩效考核英语个人评价篇一This year, in charge of all levels and colleagues with the guidance and help, I feel very fast growing. Their skills continue to improve at the same time, also know that the electrode design needs to learn a lot. Now summarize the year-end summarized as follows: 1. Actively complete the tasks assigned to the competent arrangement, and the effective working hours of more than 98.8% per day. 2. This year the work of detailed, 365 days without exception. 3. Participation in the work of the quality inspection within the group to help solve this group of colleagues in the design of the problem, the goods seized NG electrode ratio of only 0.1%. 4. Training and guidance of new work to help new people understand the electrode design specifications, master the electrode design process, so that new people faster into working condition. 5. Eliminate a number of major security risks, to avoid the occurrence of abnormal. 6. Actively communicate with the site to optimize the design and processing programs to reduce unnecessary work hours, effectively improve the design and processing efficiency. 7. Annual attendance zero anomaly, zero late, zero early leave, zero leave. 8. Update / produce electrode design copy materials, to facilitate the timely sharing of information 9. The production of video courseware for easy visual communication. 10. Write technical briefings, service team, and jointly improve. 绩效考核英语个人评价篇二Review xxxx years, as the company's administrative clerk, a year, the company leaders in various departments concerned with the guidance and support of colleagues with the help, I diligently completed this year's own work, but also successfully completed the tasks assigned by the leadership , Their own in all aspects of the upgrade, but there are also deficiencies in the future need to continue to learn, continue to accumulate work experience, the use of the knowledge to make up for their own shortcomings still exist. Now this year's study, work summarized as follows: First, the practical work attitude: Over the past year, I insist on practical work, hard working, consciously safeguard the company's corporate image, properly do their
绩效考核英文评价 Performance Evaluation in English Performance evaluation is a crucial process for any organization to assess its employees' contribution and progress over a given period. This process is essential for the organization to identify areas of improvement and enhance employee productivity. English as a global language makes it necessary for companies to include English evaluations as a component to provide comprehensive feedback and guidance to their employees. Overview of Performance Evaluation Performance evaluation consists of a comprehensive analysis of the employee's performance in their job's various aspects. It highlights their strengths, weaknesses, and areas of professional development possibilities. The evaluation process enables the manager to determine the employee's job suitability and provide feedback and support for their improvement. The evaluation process's success lies in its ability to help employees understand their role in the organization and how they can contribute positively. Components of Performance Evaluation
个人绩效考核英文自我评价整理 个人绩效考核指标简称KPI，各方面考核员工的力量，但是英文版（自我评价）要怎么写呢?下面是我为大家带来的（范文），信任对你会有关心的。 个人绩效考核（英文自我评价）篇一 Key Performance Indicators Affecting Employee Performance. The source of individual employee kpi is the departments annual work target.Scorecards can be used as a decomposition tool when the departments annual goals are broken down. From the financial, customer, internal process level, learning and growth of the four levels of the departments annual target decomposition. According to the various indicators and the relevance of departmental responsibilities to extract, the formation of sector performance indicators library. Staff kpi personal kpi dismantling according to the department, as possible to quantify the inconvenience of the project can be described qualitative description of the project. Electrode design, for example, the end of the year kpi quantitative indicators are as follows: Image is off, click to view Annual self - evaluation summary Self-evaluation (with electrode design as an example) This year, in charge of all levels and colleagues with the guidance and help, I feel very fast growing. Their skills continue to improve at the