java开发季度绩效自评_季度绩效考核英文自我评价

绩效考核是企业绩效管理中的一个环节，也是绩效管理过程中的一种手段。一个季度过去了，下面是小编为大家带来的英文自我评价，相信对你会有帮助的。

篇一

Control the performance of the leadership team performance objectives at the beginning of the content of the plan, now my goals for the year 2014, the task report is as follows, please

review.

First, the completion of key work objectives

1, the completion of the tasks assigned by the superior center. This year, the higher level of the central task of more, involving me mainly two, one is the basic organization "five basic

construction" and "A Good" activities, a people - the main comment on the wind activity. These two tasks, the Bureau of party committees have arranged effective competent leadership, my role is

mainly involved in co-management. This is a major theme in party building work this year. In the face of heavy tasks and more activities and demanding high pressure, I was mainly involved in a

series of follow-up activities, such as "five basic constructions" and " Supervision activities. For example, in June and December this year, we carried out two comprehensive supervision, to

promote the work carried out and in-depth, but also for the inspection and acceptance of Jingzhou City, the necessary preparations, passed the inspection and acceptance of Jingzhou City.

Besides, the main comment on the work of the popular style of government, my main responsibility is to lead the publicity and education group. Throughout the event, we carried out a number of

publicity and education activities, the city's health system people - the main comment on the work style of popular wind, and made wind and water, sound and color. In particular, the propaganda

of public commitment system, the propaganda of large-scale volunteer activities, the selection and propaganda of "double top ten", and so on, played a very good public opinion-oriented and

guiding role in the critical moment of the people's appraisal.

2, the completion of the new rural construction objectives. This year, 16 units of the health system have counterpart support village-level organizations work tasks. In charge of leadership,

I mainly assume the program development, upload and release and inspection and supervision and other aspects of the work. We strengthened the leadership, the implementation of training,

follow-up supervision and other means to promote the health system of 16 rural task force to achieve the "selected people in the village, to ensure working hours, conscientiously do a good job

of discipline," fulfilled the " To formulate development plans, to develop special economy, to promote public utilities, to strengthen organization construction, to strengthen mission training

". The system-wide contact in 16 villages contact poor households or members of the "double band" model households 165, 33 on-site office, to support cash and material 210,000 yuan, looking for

30 development projects.

Second, the completion of the daily work objectives

1, the completion of the Bureau of funds directly under the unit unions task.This year, trade union funds, one task increased by 15%, the second is a half year or a year to settle the

practice, the implementation of the monthly or 15 days after the initiative to declare the payment method. To this end, we actively do a good job 9 units directly under the coordination and

supervision work, in accordance with the requirements of the Municipal Federation of Trade Unions, the completion of the union funds on time 91918 yuan.

2, to promote the system workers to participate in the city's model selection activities. In accordance with the city's "once every two years," the model selection mechanism, this year is

exactly the mode of ratification in recognition of the year. 51 on the eve of our extensive publicity, bottom-up, trade union review, the party decided to approach, recommended the City

Maternal and Child Health Hospital Tan Yanping, Municipal People's Hospital of Chen Jian, Shishi City labor model, recommended City People's Hospital Xie Honghua Jingzhou City, participated in

the advanced workers.As we are fair and impartial, strict pre-trial, recommended positive, complete materials, three people were elected to the appropriate level of the model workers and

advanced.

3, the organization staff to actively participate in the system, "5.1" festival and other festivals. And the medical department together, organized the "5.12" nurse festival art show.

Recommended City People's Hospital group dance program "Desert Rose" to participate in Shishou Federation of Trade Unions 5.1 Labor Day cultural activities, Jingzhou City, "5.12" Nursery

Festival and Jingzhou City Federation of Trade Unions "Voice of Jingjiang" Staff Culture and Art Festival of theatrical performances.

4, the organization of veterans to actively participate in the system Chung Yeung Festival activities. We adhere to the veteran's political treatment and economic treatment, but also often

organize veteran cadres to carry out healthy and beneficial fitness activities. Especially the organization of the annual celebration of the Chung Yeung Festival activities. On the day of the

Chung Yeung Festival, we organized the retired veteran cadres of the city's medical units to participate in the city's collective mountaineering activities. For each retired veteran cadre who

participated in the activity, the memorial items were issued. The retired cadres Bureau of retired veteran cadres collective discussion and dinner, so that retired veteran cadres feel the

warmth of her family.

篇二

Key to Performance Performance: Self - Assessment and Objectives.Performance work is an important part of enterprise HR work. The key to the following two points: First, give employees the

opportunity to self-assessment; the second is to make the staff's goals and the company's goals are consistent.

Give employees the opportunity to self-assess

First, the employee's self-assessment as part of the company's performance appraisal process, is very important. To encourage employees to participate in the company's performance appraisal

process and ensure an effective dialogue between managers and employees, you can use the same form in the company's 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 give their praise and higher ratings in order to try to raise their

actual rating. Experience has shown that the opposite trend is real, and when we evaluate ourselves, we tend to be more severe than others.

Third, the manager's personal view of the employee, self-assessment is a very valuable way for the company to get more information about employee performance. It can also help managers stay

ready to deal with differences in opinion or opinion and gain insight into employee expectations.

So that the objectives of the staff consistent with the company's goals

The importance of creating a SMART concrete, measurable, achievable, relevant, time-bound goal is to associate the employee's goals with higher-level organizational goals, and you create

for employees' This is a very important "context." This helps employees understand why their work is important and how their work contributes to the success of the organization as a whole.

Practice has proved that the goal of the staff with a higher level of departmental goals, the objectives of the branch and the goal of the entire enterprise linked to create a personal goal

and organizational goals consistent with the "big environment" for the development of staff performance is crucial Important, but also allow employees to feel that their work is very important.

篇三

In many enterprises performance appraisal, there is a "staff self-assessment" link, which is the first employee of their performance in the assessment period, and then submitted to the direct

superior to adjust, and finally draw the employee's performance scores. In the use of direct superior performance evaluation system, the purpose of employee self-assessment is nothing more than

two: 1, the fastest quantitative data sources can be quantified; 2, reflects the staff participation in performance appraisal; 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 self-assessment link, which led to the factors that lead to errors it?

First, the personality of each person is different from the self-assessment scale is very different. For example, some employees self-confidence, 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 company and colleagues know very clearly, scoring when its capability, and new employees do not know other people's shallow

depth, to their scoring when there is not much reference to speak of.

Second, psychological research shows that most people are overconfident."Do not make a normal fool," an example of this book mentioned that we often hear a lot of people say that they "not on

the phase", that is, according to the photos did not look good. In fact, the photo is an objective reflection of our appearance, and each of us in the mirror when it will be special and may be

unconscious or habitual to choose the best angle, that is more than a layer of subjective Factors in it, which led to our look in the mirror look better than the photos. So in fact, the staff

part of the self-assessment on the provision of such a "mirror" to our staff to the beauty, this error which is self-evident.

Third, the staff self-assessment of the score, the assessment will do a great impact on the scoring. Have the experience of "bargain" people know that if you see the stall on a package, and

my heart that probably worth 100, but the mouth asking price, the boss said 500, if you really want this package, big Most people only dare to 300 or 400 pieces to cut. This is the so-called

"anchor effect", the negotiation inside the "first offer, without anger in each other'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 self-assessment 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 company several departments staff performance appraisal scores, without exception, no less than its self-rated scores.

Based on the above analysis, we will find that the department leaders get the self-evaluation 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; Confident employees have a high score, and sometimes due to the need for mandatory distribution, those who require their own

strict, scoring low staff has become a victim, because their scoring low, the final score is difficult to be brought up leadership. In the assessment of the indicators can not quantify the more

components, or different departments in different parts of the work of employees, the lack of uniform measure of the time, this situation is particularly serious.

So, companies in the performance evaluation of the actual operation, how to solve these problems I mentioned above? Many people may be from the "increase the proportion of quantifiable

indicators," "to strengthen the assessment and assessment of those who training, But in practice, it will only increase the workload and complexity of performance appraisal, implementation

easier said than done? In fact, just look back to see the implementation of the two purposes of self-evaluation .Self-evaluation and implementation of self-evaluation, , We will find a simple

solution: the relatively objective quantifiable indicators, the implementation of "employee self-evaluation", while maintaining a "fast data source" - in fact only data sources, but also

embodied in the form "Employee participation"; and not to quantify the subjective evaluation of indicators, the assessment by the direct scoring, do not give employees self-evaluation 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, companies 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 self-evaluation session, thus

avoiding the link error, but also to a certain extent reduce the workload and complexity 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 companies meet the following conditions: First, the implementation of the more

smooth performance management, implementation costs can be effectively controlled; Second, the formation of a good performance within the company culture, we understand the performance

management is more uniform, their own evaluation More objective; Third, the department leaders generally have a clear understanding of the lower levels and independent judgments; we can think

that enterprises have entered the advanced stage. At this point to carry out a real staff self-assessment, it will further mobilize the enthusiasm of employees and the importance of

performance, thus forming a virtuous circle of performance management.

In summary, the core issue of employee self-evaluation, not how to do a good job, but when to engage in, when should not engage in the problem. It is necessary to distinguish the stage of

development of enterprise performance management and select the key points that should be solved at each stage, and will not achieve the multiplier effect without being trapped in form. From

the initial stage of performance management to the advanced stage, each enterprise has a long way to go, and this process can not be achieved overnight.