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, bigmost 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.

季度考核自我评价200篇2

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 effectively, may communicate with only a silent flyer. with this experience, and then have their own thinking, and thus also in the bank of the stagnation point work effectively used.

services into a new marketing representative, training began. in addition to her basic training every afternoon outside of it, i think i am more to her in this line to pass the required professional ethics and attitude towards work. in each answering phone calls, in every reception of customers work, let her really sense of understanding their work is a kind of service nature of the work. later, i also alone with her stationed in the bank. and she shared some of my work experience: what kind of customer has the potential, what kind of customer is not worth to explore, what age we need to wait, in these times, in addition to teaching, i also passed the practice mastered a lot of deeper and more practical approach.

should be called the whole business department, we will try to arrange for customers to move to home for online transactions. at the beginning, just after the closed-market approach to teaching, many people are forgotten overnight, the work is very slow. later, after communication with the sales department staff, according to the existing conditions, we will now offer a separate large room, named "online trading real room", selected in the daily opening time for the real environment training, fully mobilized the enthusiasm of customers. at present, all the training work is still continuing, my hand data also caught some want to go home customer information.therefore, in june i will focus on the work and the communication of these customers, so that they are satisfied and assured of doing home online transactions.

季度考核自我评价200篇3

我叫xx，到xx公司上班已经有两年了，在过去的两年里，有成功、有失败、有欢乐、也有苦恼，在公司领导的关怀与指导下，在各位同事的鼎力支持和帮助下，我的工作能力有了很大的提高，现将两年来的工作做一个自我评价。

1、努力学习，不断提高业务能力，在工作中，认真学习业务知识，不断积累经验，积极参加学习培训，不断充实自己;遵章守纪，两年来，自己在工作中做到不怕苦，不怕累，学习优秀员工的方法，认真完成了本岗位各项工作任务;团结同事，共同努力，同事关系融洽，团结友爱，互帮互助，互相尊重;由于自己工作经验不足，在工作中缺乏处理用户投诉的实践经验，服务工作做得不够细致，这是我以后努力的方向。

2、本人自进入本公司工作以来，在各位同事的关怀帮助下，通过个人的努力和工作相关经验的积累，知识不断拓宽，业务工作能力取得了极大进步。

3、回顾过去的两年，我认真学习营业的培训，积极参加岗位培训，全心全意，以礼待人，热情服务，耐心解答问题，为客户提供优质服务，并在不断的实践中提高自身素质和业务水平，成长为一名合格的营业员。

在以后的工作与生活中，我相信通过我的努力，我一定会成长为一名优秀员工，争取成为别人学习的榜样，为公司作出贡献。

季度考核自我评价200篇4

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?

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.

季度考核自我评价200篇5

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.

季度考核自我评价200篇6

对照年初领导班子绩效考核工作目标计划书的内容，现将本人20xx年度目标任务完成情况报告如下，敬请审查，绩效考核自我评价。

一、重点工作目标完成情况

1、完成了上级交办的各项中心工作任务。今年上级安排的中心工作任务较多，涉及到我的主要是两项，一项是基层组织“五个基本建设”和“创先争优”活动，一项是民主评议政风行风活动。这两项工作，局党委都安排了得力的主管领导，我的角色主要是参与协管。拿“五个基本建设”和“创先争优”工作来说，这是今年党建工作的一个重大主题，面对任务重、活动多、要求高的压力，我主要是参与了一系列的跟踪督办活动。

比如，今年6月和12月，我们就开展了两次全面督办，推动了这一工作的开展和深入，也为荆州市的检查验收做好了必要准备，顺利通过了荆州市的检查验收。再说民主评议政风行风工作，我的职责主要是牵头宣传教育小组。整个活动期间，我们开展了一些列的宣传教育活动，把全市卫生系统民主评议政风行风工作，搞得风生水起，有声有色。特别是公开承诺制的宣传、大型义诊活动的宣传、“双十佳”的评选宣传等等，在民主评议的关键时刻，起到了很好的舆论与导向作用。

2、完成了新农村建设工作目标。今年，卫生系统16个单位有对口支援村级组织的工作任务。作为分管领导，我主要担负方案制定、上传下达和检查督促等方面的工作。我们通过加强领导、落实培训，跟踪督办等途径，促进卫生系统16个农村工作队实现了“选好驻村人员、保证工作时间、认真办好实事、严守工作纪律”的工作要求，履行了“制定发展规划、发展特色经济、推动公共事业、加强组织建设、强化宣教培训”的工作职责。全系统共在16个联系村联系贫困户或党员“双带”示范户165户，现场办公33次，扶持现金和物质21万元，寻找发展项目30个。

二、日常工作目标完成情况

1、完成了局直属单位工会经费拨缴任务。今年工会经费，一是任务增加了15%，二是一改半年或全年一解缴的惯例，推行了每月或季后15日内主动申报缴纳的办法。为此，我们积极做好9个局直属单位的协调与督办工作，按照市总工会的要求，不折不扣按时完成工会经费91918元。

2、推进本系统职工参与全市劳模评选活动。按照我市“两年一次”的劳模评选机制，今年正好是劳模评比表彰的年份。五一节前夕，我们通过广泛宣传、自下而上、工会审查、党委决定的办法，推荐市妇幼保健院的谭艳萍、市人民医院的陈健参评石首市劳动模范，推荐市人民医院的谢红花参评荆州市的先进工作者。由于我们公平公正，预审严格，推荐积极，材料齐全，三人顺利当选相应级别的劳模与先进。

3、组织本系统职工积极参加“5.1”节等节庆文艺汇演。和医政科一起，组织了“5.12”护士节的文艺汇演。推荐市人民医院的团体舞蹈节目“沙漠玫瑰”，参加石首市总工会5.1劳动节文艺汇演活动、荆州市“5.12”护士节的文艺汇演活动和荆州市总工会“荆江之声”职工文化艺术节的文艺演出活动。

4、组织本系统老干部积极参加重阳节活动。我们在坚持落实老干部的政治待遇和经济待遇的同时，还经常组织老干部开展健康有益的健身活动。特别是注意组织好一年一度的重阳节活动。重阳节那天，我们组织市直医疗单位的离退休老干部参加了全市的集体登山活动，为每个参加活动的市直医疗单位离退休老干部发放纪念物品，为局机关的离退休老干部首次增发过节费用，安排局机关离退休老干部集体座谈和聚餐，使离退休的老干部感受到了娘家般的温暖。

季度考核自我评价200篇7

转眼间，一年的试用期已经快要结束了。在理论的基础上，我走上了实践的岗位，并且通过不断学习和努力工作，我获益良多。在此，我对这一年的得和失总结一下，发扬自身的优点，改掉不足的地方。“学为人师，行为世范”，很多关于教师的话我都不曾忘记，因为这是我们身为教师的职责，也是荣誉。而我作为六年级的班主任，当然必须以身作则。因为小孩子的模仿能力是很强的，而且大多数都崇拜着自己的老师。可见老师的品德对学生的影响有多大。因此，我一直以品德至上来要求自己。在课余时间也会虚心地向学校老师学习教学经验，共同工作，共同学习，共同进步。

在教学方面，上新课之前我都会提早备好课，理清上课的过程，对于学生要掌握的东西也在教学和课余时间进行认真的落实。课后我也会认真听取本校其他老师对我各方面的意见，并且经常去听有经验的老师上课，取长补短，完善自我。经过一年多慢慢的磨练，我在各方面都有了长足的进步。对于“后进生”的教学，我也努力在尝试着让他们学习更多的知识。并且平时也会对一些学生进行家访，从他的家庭情况了解他，关心他。

当然，仅仅做好这一些是远远不够的，学海无涯。在今后的教学工作与学习生活中，我一定会花更多的时间到课堂教学方法和策略上去。找机会从各方面锻炼自己，逐步提高自己的教育理论水平、课堂教学能力、班级管理能力以及人际交往能力，争取更全面的完善自己，成为一名合格的教师。

季度考核自我评价200篇8

绩效工作关键：自我评估与确立目标。绩效工作是企业hr工作的一项重要内容。其关键有以下两点：一是给予员工机会进行自我评估;二是使员工的目标与公司的目标相一致。

给予员工机会进行自我评估

第一、将员工的自我评估作为公司绩效考核过程的一部分，是非常重要的。要鼓励员工参与公司的绩效考核过程，并确保经理和员工之间开展有效的对话，可以在公司定期的绩效考核过程中也使用同样的形式，或创建一个稍微修改后的版本。

第二、员工自我评估的目的，在于获得员工对他们的表现的自a我观点。这是一个在整个绩效考核的过程中给予员工发言机会的强有力的方式。有时候，经理担心自我评估的价值，认为员工会简单地给予自己赞美的评价和较高的等级以试图抬高他们的实际评价等级。经验表明，相反的趋势却是真实存在的，当我们评价自己的时候，我们往往会比别人更加严厉。

第三、经理获得员工的个人观点，对于公司获取员工绩效方面的更多的信息而言，自我评估是一种非常宝贵的方式。它还可以帮助经理随时准备处理意见或观点方面的差异，并深入了解员工的期望。

使员工的目标与公司的目标相一致

企业创建smart(具体的、可衡量的、可实现的、相关的、有时限的)的目标的重要性，是将员工的目标与更高水平的组织目标联系起来，你就为员工的工作创造了这一非常重要的"大环境".这可以帮助员工理解为什么他们的工作是重要的，以及他们的工作是如何有助于整个组织获得成功的。

实践证明，将员工的目标与更高层次的部门目标、分公司目标乃至整个企业的目标相联系，创造一个使个人目标与组织目标相一致的"大环境"，对于员工绩效的发展是至关重要的，也让员工感觉到自己的工作是很重要的。

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