仅仅由别人的评价来判定自己是不全面的，下面是皮学网小编为大家带来的季度考核的英文自我评价，相信对你会有帮助的。 季度考核的英文自我评价 In the use of direct superior
Intheuseofdirectsuperiorperformanceevaluationsystem,thepurposeofemployeeself-assessmentisnothingmorethantwo:1,thefastestquantitativedatasourcescanbequantified;2,reflectsthestaffparticipationinperformanceappraisal;However,iftheassessmentofemployeesAssessmentwithoutaclearunderstandingofit,itwillleadtosignificantdeviationoftheassessmentresults,orevenfailure.Weknowthattheperformanceappraisalmaybeavarietyoferrors,suchasthedifferentleadersofdifferentpersonalscales,theaveragetendency,etc.,thentheself-assessmentlink,whichledtothefactorsthatleadtoerrorsit?
First,thepersonalityofeachpersonisdifferentfromtheself-assessmentscaleisverydifferent.Forexample,someemployeesself-confidence,theirownevaluationofhigh,somepeoplefeelinferior,theirevaluationonthelowside.Inaddition,somepeoplepursueperfection,strictrequirementsontheirown,andsomeothershavepassed,thesetwocategoriesofpeopletotheirownscalecertainlydifferent.Also,someoldemployeesofthecompanyandcolleaguesknowveryclearly,scoringwhenitscapability,andnewemployeesdonotknowotherpeople'sshallowdepth,totheirscoringwhenthereisnotmuchreferencetospeakof.
Second,psychologicalresearchshowsthatmostpeopleareoverconfident."Donotmakeanormalfool,"anexampleofthisbookmentionedthatweoftenhearalotofpeoplesaythatthey"notonthephase",thatis,accordingtothephotosdidnotlookgood.Infact,thephotoisanobjectivereflectionofourappearance,andeachofusinthemirrorwhenitwillbespecial(andmaybeunconsciousorhabitual)tochoosethebestangle,thatismorethanalayerofsubjectiveFactorsinit,whichledtoourlookinthemirrorlookbetterthanthephotos.Soinfact,thestaffpartoftheself-assessmentontheprovisionofsucha"mirror"toourstafftothebeauty,thiserrorwhichisself-evident.
Third,thestaffself-assessmentofthescore,theassessmentwilldoagreatimpactonthescoring.Havetheexperienceof"bargain"peopleknowthatifyouseethestallonapackage,andmyheartthatprobablyworth100,butthemouthaskingprice,thebosssaid500,ifyoureallywantthispackage,bigMostpeopleonlydareto300or400piecestocut.Thisistheso-called"anchoreffect",thenegotiationinsidethe"firstoffer,withoutangerineachother'ssituation,thehigherthebetter"isthemeaning,becausethefirstbidwillgreatlygrasptheinitiative,sothattheotherpsychologicalexpectationsResultingingreatchanges.Employeeself-assessmentactuallygavetheexaminerachancetotaketheleadinthebidder,andwhethertheassessmentduetofaceorotherconsiderations,arelikelytobethe"quote"effect,sothattheassessmentresultserror.Weintheactualworkofhumanresources,butalsodidfindthisphenomenon,acompanyseveraldepartmentsstaffperformanceappraisalscores,withoutexception,nolessthanitsself-ratedscores.
Basedontheaboveanalysis,wewillfindthatthedepartmentleadersgettheself-evaluationscoresmixedwithtoomanysubjectivefactors,sothatcannotbefilteredthroughtechnicalmeans,andthisscorewillhaveagreatimpactontheassessment;Confidentemployeeshaveahighscore,andsometimesduetotheneedformandatorydistribution,thosewhorequiretheirownstrict,scoringlowstaffhasbecomeavictim,becausetheirscoringlow,thefinalscoreisdifficulttobebroughtupleadership.Intheassessmentoftheindicatorscannotquantifythemorecomponents,ordifferentdepartmentsindifferentpartsoftheworkofemployees,thelackofuniformmeasureofthetime,thissituationisparticularlyserious.
So,companiesintheperformanceevaluationoftheactualoperation,howtosolvetheseproblemsImentionedabove?Manypeoplemaybefromthe"increasetheproportionofquantifiableindicators,""tostrengthentheassessmentandassessmentofthosewhotraining,Butinpractice,itwillonlyincreasetheworkloadandcomplexityofperformanceappraisal,implementationeasiersaidthandone?Infact,justlookbacktoseetheimplementationofthetwopurposesofself-evaluation.Self-evaluationandimplementationofself-evaluation,,Wewillfindasimplesolution:therelativelyobjectivequantifiableindicators,theimplementationof"employeeself-evaluation",whilemaintaininga"fastdatasource"-infactonlydatasources,butalsoembodiedintheform"Employeeparticipation";andnottoquantifythesubjectiveevaluationofindicators,theassessmentbythedirectscoring,donotgiveemployeesself-evaluation(andthusinthislinkerror)opportunity.
Weknowthatperformanceappraisalinhumanresourcesworkisahugeproject,theimplementationofthehighestcost,companiesshouldseizethemaincontradiction,stepbystep,andintheinitialstage,butnotfortheformoftrapped.SoisslightlyJunpolicyforsomeenterprisesinitiallysetupperformancemanagementsystem,simplycanceltheself-evaluationsession,thusavoidingthelinkerror,butalsotoacertainextentreducetheworkloadandcomplexityoftheassessmentforthenextStepsmoothimplementationofthewellprepared.
Ofcourse,thefrontsaidthatthemainbusinessintheinitialstageofperformancemanagementsituation.Whencompaniesmeetthefollowingconditions:First,theimplementationofthemoresmoothperformancemanagement,implementationcostscanbeeffectivelycontrolled;Second,theformationofagoodperformancewithinthecompanyculture,weunderstandtheperformancemanagementismoreuniform,theirownevaluationMoreobjective;Third,thedepartmentleadersgenerallyhaveaclearunderstandingofthelowerlevelsandindependentjudgments;wecanthinkthatenterpriseshaveenteredtheadvancedstage.Atthispointtocarryoutarealstaffself-assessment,itwillfurthermobilizetheenthusiasmofemployeesandtheimportanceofperformance,thusformingavirtuouscircleofperformancemanagement.