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非常全面及完善,既有工作目标的设置,也有工作态度和工作业绩的考核。对于在外企人力资源部工作的朋友是非常有价值的哦~你,孩子愁做不出英文评估表吗?
PRIVATE & CONFIDENTIAL
Manager/Executive/Supervisor/Secretary
PERFORMANCE APPRAISAL
TYPE : Annual Yearend
NAME : COMPANY : DEPARTMENT :
DESIGNATION : DATE JOINED :
Confirmation
PERIOD OF ASSESSMENT :
This exercise is carried out annually at the end of the year or prior to expiry of probation period to provide an avenue for both the Immediate Superior and Staff to:
1. Review past progresses, establish and clarify future goals and expectations for a clearer
direction in the following year;
2. Discuss and provide feedback on how well the work expectations have been accomplished; 3. Recognise staff’s achievements and effort;
4. Identify high achievers for recommendation of promotion, or poor performers to determine
areas of improvement and the next course of action/s;
5. Identify Training and Development Needs for planning and developing of the staff’s career
path and development.
1. The job holder’s performance should be rated against the key duties and responsibilities;
2. Both the superior and staff should examine the goals and standards agreed upon in their
previous appraisal exercise, and determine the degree to which they were accomplished and solutions for any setback encountered;
3. Both parties should set new goals and standards which are period that lies ahead;
4. The job holder’s strengths and weaknesses should be discussed tactfully and objectively to
reach a common platform on areas for improvement;
5. A job holder who reports to more than one superior during the year should be appraised
jointly by all the superiors.
6. Most importantly, prepare for the performance discussion.
7. Both the superior and job holder are required to sign on the appraisal at the end of it. It is
equally important that both parties signed on PART 2 in order to get commitment on the future targets which they will be appraised on later.
“ ONE OF THE BEST THINGS YOU CAN DO FOR OTHER PEOPLE
IS HELP THEM RECOGNISE HOW THEY CAN IMPROVE ”
Nov 2006
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