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Performance Appraisal绩效评估表Appraisee: Product Division/Business Group: 姓名 : 生产 /业务部门:Job Title: Country:岗位名称: 国家 :Grade/Level: Division/Department:级别：组织 :Date Joined: Section/Unit:进公司日期：部门 :Period Covered : Appraiser:评估时段：评估者 :1.PERFORMANCE AGAINST KEY AREAS OF RESPONSIBILITY主要责任地域内的工作表现Key areas of responsibilty Results and comments主要责任地域结果和议论2002 review: 2002 review:=========================================2003 key area’s responsibility:2.PERSONAL EFFECTIVENESS IN THE JOB个人工作效率CUSTOMER SATISFACTION客户满意度Anticipates and responds actively and sensitively in meeting the needs of internal and external customers. Initiates/participates actively in customer satisfaction improvement actions.能预知内外客户的要求，并主动和迅速地作出回应，主动提出并积极参加改进客户满意度的活动。
PERSONAL QUALITY个人素质Demonstrates a commitment to quality in his/her own work. Recognises that own output is another抯 input. Completes assignments in an accurate, thorough and timely manner. Produces work that meets standards.在工作上表现出对质量的重视，认识个人贡献对别人的重要性。
技术培训项目实施及完成情况说明范文英文版Technical Training Project Implementation and Completion Status1. Project BackgroundWith the rapidly advancing technology, it has become imperative for organizations to upskill their workforce to ensure competitive advantage. Recognizing this need, our organization embarked on a technical training project aimed at equipping our employees with the latest skills and knowledge.2. Project ObjectivesThe primary objective of this project was to enhance the technical capabilities of our employees, enabling them to perform their jobs more efficiently and effectively. Additionally, we aimed to create a culture of continuous learning and development within the organization.3. Project ImplementationThe project was implemented in multiple stages. Firstly, we conducted a needs assessment to identify the specific skills gaps within our workforce. Based on the findings, we designed a comprehensive training program that covered a range of technical topics. The program was delivered by experienced trainers using a mix of classroom lectures, hands-on workshops, and online resources.4. Training ContentThe training program covered areas such as software development, network administration, data analytics, and cybersecurity. Employees were provided with both theoretical knowledge and practical skills, ensuring they could apply their learnings to real-world scenarios.5. Project CompletionThe project was successfully completed within the scheduled timeline. All employees participated actively in the training program, demonstrating a keen interest in learning new skills.Feedback from the participants was overwhelmingly positive, indicating that they found the training to be highly beneficial.6. Future PlansLooking ahead, we plan to continue investing in technical training programs to ensure our workforce remains up-to-date with the latest technologies. We also aim to expand the scope of the training to cover additional areas of expertise, further enhancing the skillset of our employees.中文版技术培训项目实施及完成情况说明1. 项目背景随着技术的迅速发展，组织必须不断提升员工的工作技能，以确保竞争优势。
美国人力资源管理专家洛丝特对评估培训结果提供了一些简单而适用的建议，可以给我们一些有益的启示：1、请学习者在培训课程结束时填写评估表。
2、培训开始时，让学习者谈谈他们希望学到什么；培训结束时，让他们回顾自己最初设定的学习目标，并想想究竟学到了什么。
3、不断提出问题，让学习者阐述他们是如何理解概念的，并如何在工作中运用这些概念。
4、每讲完一个新技能或新概念就进行小测验，确保每个学习者都掌握了这部分内容。
5、回顾学习结果，让学习者证明自己取得的学习成果。
6、培训结束后，让学习者花5-10分钟时间写一写他们将如何运用学习成果以及什么时候采用。
7、观察已培训员工的工作情况以及对新技能或新知识的使用情况。
8、比较培训前后员工的表现。
9、让学习者写下培训中哪些内容对他们的工作最有用，哪些内容最没用。
10、要求学习者使用学到的新知识和新技能。
然后向每位学习者指出存在的不足。
四维评估衡量培训效度四级培训评估模式(Kirkpatrick Model)由唐纳德.L.柯克帕特里克（Donald.L.Kirkpatrick）提出，是世界上应用最广泛的培训评估工具。
其主要内容为：Level 1 反应评估(Reaction) ：评估被培训者的满意程度学员最明了他们需要的是什么。
如果学员对课程反应消极，就应该分析是课程设计的问题还是实施带来的问题。
虽然这一阶段的评估还未涉及培训的效果，学员是否能将学到的知识技能应用到工作中去还不能确定，但这一阶段的评估是必要的。
培训参加者的兴趣，受到的激励，对任何培训都是重要的。
同时，对培训进行积极的回顾与评价，可以促进学员更好地总结所学到的内容。
Level 2.学习保持评估(Retention)：测定被培训者的学习获得程度这一阶段的评估，要求通过对学员参加培训前和培训结束后知识技能测试的结果进行比较，以了解是否他们学习到新的东西。
同时也是对培训设计中设定的培训目标进行核对。
这一评估的结果也可体现出讲师的工作是否是有效的。
