employee_evaluation

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100个最流行的管理词汇

100个最流行的管理词汇1. 目标（goal）2. 战略（strategy）3. 任务（task）4. 市场（market）5. 产品（product）6. 客户（customer）7. 利润（profit）8. 成本（cost）9. 绩效（performance）10. 资源（resource）11. 领导力（leadership）12. 团队（team）13. 激励（motivation）14. 沟通（communication）15. 决策（decision-making）16. 变革（change）17. 管理层（management）18. 员工（employee）19. 发展（development）20. 项目（project）21. 创新（innovation）22. 评估（assessment）23. 微观管理（micromanagement）24. 宏观管理（macromanagement）25. 管理风格（management style）26. 组织（organization）27. 策略执行（strategy execution）28. 市场占有率（market share）29. 风险管理（risk management）30. 供应链（supply chain）31. 市场调研（market research）32. 竞争优势（competitive advantage）33. 绩效管理（performance management）34. 战略规划（strategic planning）35. 数据分析（data analysis）36. 技术创新（technological innovation）37. 人力资源（human resources）38. 财务管理（financial management）39. 协作（collaboration）40. 项目管理（project management）41. 品牌管理（brand management）42. 领导力发展（leadership development）43. 市场营销（marketing）44. 战略联盟（strategic alliance）45. 绩效评估（performance evaluation）46. 市场定位（market positioning）47. 创新管理（innovation management）48. 组织文化（organizational culture）49. 资源分配（resource allocation）50. 风险评估（risk assessment）51. 组织结构（organizational structure）52. 项目评估（project evaluation）53. 市场策略（market strategy）54. 盈利能力（profitability）55. 成本控制（cost control）56. 领导能力（leadership skills）57. 团队合作（teamwork）58. 人才管理（talent management）59. 绩效奖励（performance rewards）60. 组织效能（organizational effectiveness）61. 市场份额（market share）62. 风险规避（risk avoidance）63. 竞争分析（competitive analysis）64. 供应链管理（supply chain management）65. 营销策略（marketing strategy）66. 人员发展（staff development）67. 绩效目标（performance goals）68. 全员参与（employee engagement）69. 创新文化（culture of innovation）70. 内部控制（internal control）71. 团队管理（team management）72. 人力资本（human capital）73. 财务规划（financial planning）74. 项目执行（project execution）75. 品牌定位（brand positioning）76. 绩效管理系统（performance management system）77. 营销渠道（marketing channels）78. 技术创新能力（technological innovation capability）79. 人员激励（employee motivation）80. 绩效考核（performance appraisal）81. 战略发展（strategic development）82. 市场导向（market orientation）83. 风险控制（risk control）84. 竞争优势分析（competitive advantage analysis）85. 供应链优化（supply chain optimization）86. 营销计划（marketing plan）87. 人力资源管理（human resource management）88. 财务分析（financial analysis）89. 项目执行评估（project execution evaluation）90. 品牌推广（brand promotion）91. 绩效改善（performance improvement）92. 组织发展（organizational development）93. 财务报表（financial statements）94. 项目规划（project planning）95. 市场细分（market segmentation）96. 风险管理系统（risk management system）97. 竞争对手分析（competitor analysis）98. 供应链协调（supply chain coordination）99. 营销策略执行（marketing strategy implementation）100. 人才培养（talent cultivation）。

中小型外资企业新员工入职流程(双语)

中小型外资企业新员工入职流程（双语）On-Boarding Procedure for New Employees新员工入职，我们将会向其介绍岗位信息、工作内容、团队、客户及其经理。

在员工试用期内，我们将保证员工获得有工作相关的所有信息及协助。

人力资源部门将负责进行对公司整体概况以及员工相关政策和流程的介绍。

然而, 真正能帮助新员工以最佳速度融入工作的还是其直属主管和部门经理。

Once a new employee joins our business we will provide him/her with an introduction to their role, tasks, team, clients and Manager. It is vital that during the employee’s probationary period that the new employee is given all the information and assistance he/she may need. HR will take care of the general introduction to the company and the policies and procedures relative to employee. Greater responsibility to make the new employee integrate into the team resides in the direct supervisor or department Manager.新员工评估NewEmployeeEvaluation1.目的 1.Purpose新员工评估的目的在于考评新员工在试用期期间与其所在岗位是否匹配。

若员工胜任该岗位，则要借此明确该员工在今后工作中需要提高和改进的方面。

人力资源管理英语词汇

以下是一些与人力资源管理相关的英语词汇，附带对应的中文翻译：1. Human Resources (HR) - 人力资源2. Talent Acquisition - 人才招聘3. Recruitment - 招聘4. Onboarding - 入职培训5. Offboarding - 离职管理6. Job Analysis - 岗位分析7. Job Description - 岗位描述8. Job Specification - 岗位规格9. Compensation and Benefits - 薪酬与福利10. Employee Engagement - 员工参与11. Performance Appraisal - 绩效评估12. Performance Management - 绩效管理13. Employee Training and Development - 员工培训与发展14. Succession Planning - 继任计划15. Career Development - 职业发展16. Workforce Planning - 劳动力规划17. Employee Relations - 员工关系18. Employee Satisfaction - 员工满意度19. Diversity and Inclusion - 多元化与包容性20. Employee Retention - 员工保留21. HR Policies - 人力资源政策22. Labor Law - 劳动法23. Equal Employment Opportunity (EEO) - 平等就业机会24. Workplace Safety - 工作场所安全25. Employee Handbook - 员工手册26. Staffing - 人员配置27. Job Evaluation - 岗位评估28. Work-life Balance - 工作与生活平衡29. Flexible Work Arrangements - 弹性工作安排30. Employee Recognition - 员工认可31. Grievance Handling - 申诉处理32. HR Metrics - 人力资源指标33. HRIS (Human Resources Information System) - 人力资源信息系统34. Wellness Programs - 健康管理项目35. Employee Benefits Package - 员工福利计划36. Employee Assistance Program (EAP) - 员工援助计划37. Conflict Resolution - 冲突解决38. HR Compliance - 人力资源合规39. Job Rotation - 岗位轮换40. Organizational Culture - 组织文化41. HR Audit - 人力资源审计42. Employer Branding - 雇主品牌塑造43. HR Strategy - 人力资源战略44. Collective Bargaining - 集体谈判45. Inclusive Hiring - 包容性招聘46. Recruitment Metrics - 招聘指标47. HR Analytics - 人力资源分析48. Remote Work Policies - 远程工作政策49. Diversity Training - 多元化培训50. Exit Interviews - 离职面谈51. Workforce Diversity - 劳动力多样性52. Flexible Spending Account (FSA) - 弹性支出账户53. Health Savings Account (HSA) - 健康储蓄账户54. COBRA (Consolidated Omnibus Budget Reconciliation Act) - 库布里克法案（美国医疗保险法）55. Furlough - 临时休假56. Talent Management - 人才管理57. Labor Relations - 劳资关系58. Absence Management - 缺勤管理59. Employee Benefits Specialist - 员工福利专员60. HR Consulting - 人力资源咨询61. HR Specialist - 人力资源专员62. HR Generalist - 人力资源综合专员63. HR Manager - 人力资源经理64. HR Director - 人力资源总监65. HR Coordinator - 人力资源协调员66. Recruiter - 招聘专员67. Headhunter - 猎头68. Compensation Analyst - 薪酬分析师69. Workplace Harassment Training - 工作场所骚扰培训70. Employee Privacy Policy - 员工隐私政策71. HR Outsourcing - 人力资源外包72. HR Technology - 人力资源科技73. HR Software - 人力资源软件74. HR Best Practices - 人力资源最佳实践这些词汇涵盖了人力资源管理领域的关键概念，有助于理解和应用相关术语。

员工工作表现评估表

□ 1. Immediately Promotable.
□ 2. Promotable in
months
□ 3.Timing of next promotion uncertain at this time
Renewal Labor Contract (Last contact expiry date:
3
表现优异： any person should feel justifiably proud. 员工在主要工作职责和领导能力方面达到期望要求，任何获此评分的员工都有理由感到自豪。
Mixed Outcomes: The employee meets some expectations for Key Responsibilities and Leadership Competencies. With focus, the potential to
Employee’s Comments 雇员意见：
Employee's Signature/Date 雇员签名/日期： Appraiser Signature/Date 评估者签名/日期：
Human Resource Manager/Date 人力资源部经理签名/日期：
Department Head Signature/Date 部门经理签名/日期： General Manager Signature/Date 总经理签名/日期：
支持恰当的变革
• Taking responsibility for
developing ourselves and providing a
supportive environment for others/
努力寻求自身的发展，并为员工的发展提

绩效考核表英文版

Unsatisfactory
Expectation
Communication Skills: internal & external Time Management Skills Decision Making Ability Organizational Ability Technical Skills Analytical Skills Problem Solving Skills Initiative/ Spirited Leadership & Coaching Skills Negotiation Skills Task Ownership Teamwork Customer Dealing: internal & external Flexibility Dependability Overall Evaluation
Position/ Title Company Entity Direct Report HK/ PRC
Employee’s Name
Date Joined
Division
Appraisal Period
Department
Appraisal Venue
Ratings Unsatisfactory Below Expectations Meets Expectations Exceeds Expectations Outstanding
2. _____/ 25 _____/ 25 _____/ 25 _____/ 25 _____/ 100

人力资源二级英语写作题库(有参考答案)

专业英语写作模拟题1、某外资公司计划近期内在公司内部推行全方位的绩效评估体系，包括上司评估（supervisor evaluation）、同事评估（peer evaluation）和员工自我评估（employee self-evaluation）。

假设公司人力资源总监要求你来设计制作一份员工自我评估（employee self-evaluation）的样本，请你用英文完成这项工作。

2、360度反馈（360-degree feedback）是近年来出现的一种绩效管理的新方法。

它是一种系统地收集来自于多种渠道的反馈某人绩效的数据和信息的绩效评估方法，绩效反馈的来源包括上司、同事、外部顾客、内部顾客和自己。

作为公司的人力资源管理负责人，应当熟悉这种新方法，并能够在工作实践中灵活运用。

请结合你在工作中对这种绩效评估方法的运用，用英文写一篇100字左右的讨论360度反馈的优点和缺点的文章，题目为“Advantages and disadvantages of 360-degree feedback”。

3、某外资公司是一家专门从事财务软件开发的公司，为了保护公司的商业秘密（business secrets）不被公司员工泄露，公司打算与每一位员工签订一份保密协议（Secrecy and Noncompetition Covenant），规定员工必须保守公司的商业秘密，在任职期间以及离职后，均不能向任何第三方泄露；离职后3年内，不得自己经营或帮助别人经营相同或类似业务；以及公司认为必要且正当的其他条款。

公司请你为其用英文拟订一份保密协议。

4、由于近年来的持续经济衰退，Addison Systems 公司打算在年底进行一次裁员，辞退的对象主要是公司去年招聘的临时工（temporary workers），Thomas就是即将被辞退的临时工。

根据当初公司与Thomas签订的服务协议，如果公司辞退员工的话，公司须按照每服务满两个月支付员工一个星期薪水的补偿金，Thomas已在公司工作满12个月，将得到一笔相当于6个星期薪水的补偿。

EIS评估手册说明书

EIS Evaluation ManualAccessing the Annual Staff Performance Evaluation System The following is the process to quickly access your Annual Staff Evaluation. Go to the UNTHSC Intranet and click on Learning Solutions.Step 1 -- * You can access the Annual Staff Evaluation system directly from the Intranet page. You can also use the following link:https:///psp/lspd01/?cmd=loginStep 2 -- ** You will log into EIS using your EUID and password.Step 3 -- *** Select “UNTS HSC Staff Evaluations” from the menu.Step 4 (Part A) -- **** You will select the “Employee - Evaluation Center” which has been developed to make the evaluation system more streamlined.Step 4 (Part B) -- **** Once you are in the evaluation center you will see the screen below.A) ** Highlighted in Red below ---- If you are a Supervisor (Evaluator)you will have 2 tabs (1st tab where you complete your employees’evaluations) and (2nd tab where you complete your Self-Evaluationand sign the Final Evaluation).B) ** Highlighted in Blue below ---- If you are a Non-Supervisor you willonly have 1 tab where you will complete your Self-Evaluation andyou where you will access the Final Evaluation where you sign yourevaluation completed by your Supervisor.B) ** Highlighted in Blue below ---- If you are a Non-Supervisor you will only have1 tab where you will complete your Self-Evaluation and you where you will access the Final Evaluation where you sign your evaluation completed by yourSupervisor.Symbols and Icons in EIS Annual Staff Performance Evaluation Employee Position InformationEvery page will show the Employee Information at the top. It is a good idea for employees and supervisors to verify that all the information is correctly reflected in EIS. If any changes need to occur please let HRS Records know (ext. 2690).There are three ways to move throughout the Evaluation Form:1) The tabs located at the top of the page. Notice a small arrow on the leftand right side of the tabs – this lets you know that there are additionalpages to select from.2) At the bottom of the page you can select “Next Page” which will move yousequentially through the pages of the Evaluation Form.3) Also at the bottom of the page you will find the Evaluation Form tabshighlighted in blue. All of the pages are listed and you can move between any one of the pages.Application HelpIn this link you will be able to access any training manuals to assist you in completing the evaluation form. This manual is an example of what you will find. Employee Self-EvaluationWhen you select this link you will redirected to your employee’s self-evaluation. If they have completed it the form will be filled out in its entirety. If they have not completed their self-evaluation you will see an uncompleted self-evaluation form. When you review the employee self-evaluation – it will appear all on one screen… you just have to scroll down.Evaluation Form “Need to knows”Adding Goals to an Existing PageThe following sections allow you to insert additional goals:1) Section II – Part A – Yearly Performance Goals – minimum 3 goalsrequired with no maximum limit2) Section IV – Areas of Development3) Section V – New Goals and Projects for the Upcoming Year –minimum 3 goals required with no maximum limit. Can copy and pastefrom Section II – Part A as a starting point for new goals for upcomingyearEach time you add a new goal or area of development you just click on the “+” box listed below. You will also see that you can view each goal (View 1) or the entire list (View All) as shown in the two examples below:Adding Comments, Goals, and Areas of Development1) When entering your goals, comments, areas of development there isno limit as to how much information you can add in the box. As youadd information the box will expand to accommodate the informationinserted.2) You are also able to copy and paste information throughout theevaluation form. In addition, information can be copied in from othersources (Word, Excel, etc…)Spell CheckOn the right side of the goal, comment, areas of development box there is an icon you can select to check the spelling in the corresponding box. You have to verify spelling for each comment, goal, area of development.*** EIS does not have capability to conduct an overall evaluation form spellcheck.Once the “click to activate spell check” is selected EIS will take you out of the actual evaluation form to the spell check functionality (See below).Once you have completed the spell check select “Ok” and it will take you back to the evaluation form.Completing the "Self Eval" -- Below is what the screen will look like afterselecting "Self Non-Supervisory Eval." The form should look familiar as the goal was to mirror the form used for the 2007 Annual Performance Review. Now, let's take a closer look at the details on the form below:f Yem - Goa l s and Pr o j ects Y Prof Be havior &Job P erform V Tota l S cor e ' ID[ .!:!e..!.R ICustomize PageIYea r: 2008Se lf N o n-Sup e r v isory E v a l u a ti o nEmt>l oyee iD: 10694722Smith,JaneS up ervi so 1IO : 10642075M olavr h,C assa ndr a AshleyEm a il: prein f e l @V i e w Self -E v a l yat ion H i s torvSection II - Performance EvaluationPart A-- Ye3rly Performance Go dsP o s it o i n tO : 00005725 HR I S An a lyS tEv .:lu at i o n s tat u s : O p enD epm lm e nt: Human R esou r ce S e rvic esE v alya t i on J nstr yct io ns Aoplicat on H e lpA current job description is the foundation for e sublishing the performance e x pectations in thissection. A minimum of three goals need to be listed w ith no m01x imum.P o:utAS c r o ll t o th e bottom t o sa-ve o rcomp l et e th e ev a l ua ti onPe rf o n n n ce Goa lC l ic k toa c tiv a t e s pell chec k.,........ C om ment s are r e qu 1r e d f or e a c h eva lu a t i o n fa c t or .,........krst hu ti o n a l A r ea S upp o r1ed:r Administr<Jt o i n("' A c ade m c i A f f i i"Sr Co mm u nity E ngagem e nt("'" R ese arc hr C li n c i al c m -er AIRa t ing:0.·rc ·d '•"=='"=-·------------------------------------------------,..:.JComple t eSave /Con t i nue la t erINext PageMe r t h e evalua t io n is 'Comp e l te 'you wi ll n o t be ab l e t o upd a t e 11 Onl y your supervisor can re -op en rt.Year Goal s and Projects 1 P r o f Behavior &Jo b Perform 111 Areas o f De v e l o pmen t I Next Year Goats an d Proje c t 1Employee C ommentsSection I – Employee Position Information &Section II -- Performance Evaluation (Part A: Yearly Performance Goals)On the top of every formyou will notice tabs for eachpage of the evaluation. Thisis one way you can move ‘from page to page.Section I – is employee jobinformation. No actions arerequired here. It is alwaysgood to review making sureeverything is accurate andupdated.Yearly Performance Goals –in this section Insert theperformance goals from the yearbeing evaluated. Notice the +/-boxes at the top right – aftereach goal is entered press the +to add the next goal.*** Throughout the form there areblue links that can be selectedto assist you when questionsarise ***Once the goal has been input“Comments” are required foreach goal. In addition, selectthe Institutional Area that thegoal most supported – an ALLoption has been added butmultiple options cannot be sselected.Be sure to put in the “Rating Score”1 – 5 whole numbers only. On thecomments there is no limit and youare able to copy and paste fromother documents. On the right sidethere is a “Spell Check” optionthat can be selected to check forspelling errors.On every form you can either“Save” or “Complete” the evaluation.The second way you can move frompage to page is select “Next Page.”The third option is at the bottom ofThe form where you can select aspecific page from the evaluation.Section II -- Performance Evaluation(Part B: Professional Job Performance Factors)Section II – Part B –Professional Job Performance FactorsThis is the second page of theevaluation form -- the top hasremained the same. There are 8factors that required comments onhow well you performed in eachrespective area.In addition, with each factor there isa rating score which needs to beadded – keep in mind the 1-5 scalewhole numbers ONLY. You canselect the “Blue Link” next to therating box to review the descriptionfor each score.All 8 factors are listed on one page…be sure that you scroll ALL the way tothe bottom of the form where you can“Save” “Complete” or move to the“Next Page”All 8 factors are listed on onepage…be sure that you scroll ALLthe way to the bottom of the formwhere you can “Save” “Complete” ormove to the “Next Page”Section III -- Performance Evaluation ScoreThe third tab in the evaluation is the finalScore. In order to receive the score pressThe “Calculate Score” tab below. Once thisis pressed the screen will update andreflect the score for each area and theoverall “Total Score.”Example of Completed PerformanceEvaluation Score Tab.** In order to complete the evaluationYou must update this tab **Section IV – Areas of DevelopmentSection IV – Areas of DevelopmentTwo sections encompass the areas ofDevelopment: strengths & weaknesses.There are 1 of 2 ways to complete the“Areas of Strength” section:1) In the box you can input allyou can separate out eachto add another strength – just as youallows you an opportunity to explain inmore detail in importance and value ofeach strength you including.There are 1 of 2 ways to complete the“Areas of Weakness” section:1) In the box you can input allyour areas for improvement in a list ornarrative form.2) In the box you can separate out eachweakness and at the top right select the“+” to add another strength – just as youdid when adding your yearly goals… thisallows you an opportunity to explain inmore detail in importance and value ofeach area you want to focus onimproving.** The decision is yours --- there is noone required option **Section V – New Goals and Projects for the Upcoming YearSection V – New Goals andProjects for the UpcomingYearThis section is a reflectionof Section II Part A – theonly difference here is thatyou are inputting goals andprojects for the next reviewperiod.You can copy and pastefrom Section II Part A aswell as add in other projectsand goals.In this section insert theperformance goals from theyear being evaluated.Notice the +/- boxes at thetop right – after each goalis entered press the +to add the next goal.Be sure to select thecorresponding InstitutionalArea Supported.*** Keep in mind that there are no comments required in this section sincethese are the goals and projects for the upcoming year. ***Section VI – Employee CommentsSection VI – Employee CommentsOn the “Self-Evaluation” only theEmployee can complete this section.A Supervisor will only be able toview the comment but not make anychanges.** Please be sure and read thestatement that the commentsinput here by the EmployeeCANNOT be changed once the“Self-Evaluation” has beencompleted. It can only bechanged by approval of theSupervisor. Please be respectfulof the language you use in the“Employee Comments” box.*** This manual visually reflected the Self-Evaluation process…. keep inmind that the process for a Supervisor completing the actual Evaluation isthe same process. ***。

人力资源管理英文词汇

人力资源管理英文词汇人力资源管理师专业英语词汇1 Acceptability可接受性2 Achievement tests成就测试3 Action plan行动计划4 Action steps行动步骤5 Adventure learning探险学习法6 Adverse impact负面影响7 Agency shop工会代理制建设性争议解决方法 8 Alternative dispute resolution (ADR)9 Analytic approach分析法10 Appraisal politics评价政治学 11 Apprenticeship学徒制12 Arbitrary仲裁13 Assessment评价14 Assessment center评价中心 15 Attitude awareness and change program态度认知与改变计划16 Attitudinal structuring态度构建 17 Audiovisual instruction视听教学 18 Audit approach审计法19 Balanced scorecard综合评价卡 20 Basic skills基本技能21 Behavior-based program行为改变计划 22 Behavior modeling行为模拟23 Benchmarks基准24 Benchmarking评判25 Benefits收益26 Bonus奖金27 Boycott联合抵制28 Career职业29 Career counseling职业咨询30 Career curves (maturity curves) 职业曲线(成熟曲线)31 Career management system职业管理系统 32 Career support职业支持33 Centralization集权化34 Coach教练35 Cognitive ability认知能力36 Cognitive outcomes认知性结果 37 Collective bargaining process劳资谈判过程38 Community of practice演练小组 39 Compa-ratio比较比率40 Compensable factors报酬要素 41 Competency assessment能力评估 42 Competitive advantage竞争优势 43 Concentration strategy集中战略 44 Concurrent validation同时效度 45 Consumer price index, CPI消费者价格指数 46 Content validation内容效度47 Continuous learning持续学习48 Contributory plan投入计划49 Coordination training合作培训 50 Core competencies核心竞争力51 Criterion-related validity效标关联效度 52 Critical incident关键事件53 Critical incident method关键事件法 54 Cross-cultural preparation 跨文化准备 55 Cross-training交叉培训56 Cultural environment文化环境 57 Cultural shock文化冲击58 Customer appraisal顾客评估59 Data flow diagram数据流程图60 Database数据库61 Decentralization分散化62 Decision support systems决策支持系统 63 Defined-benefit plan养老金福利计划 64 Defined-contribution plan资方养老金投入计划 65 Delayering 扁平化66 Depression沮丧67 Development planning system开发规划系统 68 Differential piece rate差额计件工资 69 Direct costs直接成本70 Discipline纪律71 Disparate impact差别性影响72 Disparate treatment差别性对待73 Diversity training多元化培训74 Downsizing精简75 Downward move降级76 Efficiency wage theory效率工资理论 77 Electronic performance support system (EPSS) 电子绩效支持系统78 Employee empowerment员工授权79 Employee leasing员工租借80 Employee survey research雇员调查与研究 81 Employee wellness programs (EWPs) 雇员健康修炼计划 82 Entrepreneur企业家83 Equal employment opportunity (EEO) 公平就业机会 84 Essay method书面方式85 Ethics道德86 Expatriate外派雇员87 Expert systems专家系统88 External analysis外部分析89 External growth strategy外边成长战略 90 External labor market外部劳动力市场 91 Factor comparison system因素比较法 92 Feedback反馈93 Flexible benefits plans (cafeteria plans) 灵活的福利计划(自助福利方案)94 Flextime灵活的时间95 Forecasting (劳动力供求)预测96 Formal education programs正规教育计划 97 Frame of reference参照系98 Functional job analysis, FJA职能工作分析 99 Gain sharing plans收益分享计划100 Globalization全球化101 Goals目标102 Goals and timetables目标和时间表 103 Graphic rating-scale method 图式评估法 104 Group-building methods团队建设法 105 Group mentoring program群体指导计划 106 Hay profile method海氏剖析法107 High-leverage training高层次培训 108 High-performance work systems高绩效工作系统 109 Hourly work计时工资制110 Human capital人力资本111 Human resource information system (HRIS) 人力资源信息系统112 Human resource management人力资源管理 113 Human resources planning, HRP人力资源计划 114 Indirect costs间接成本115 Individualism/collectivism个人主义/集体主义 116 Input投入117 Instructional design process指导性设计过程118 Internal analysis内部分析119 Internal growth strategy内部成长战略 120 Internal labor force内部劳动力 121 Internet互联网122 Internship programs实习计划123 Interview面试124 Intraorganizational bargaining组织内谈判 125 Job analysis工作分析126 Job classification system工作分类法 127 Job description工作描述128 Job design工作设计129 Job enlargement工作扩大化130 Job enrichment工作丰富化131 Job evaluation工作评价132 Job experiences工作经验133 Job involvement工作认同134 Job posting and bidding工作张贴和申请 135 Job progressions工作提升136 Job ranking system工作重要性排序法 137 Job rotation工作轮换138 Job satisfaction工作满意度139 Job specification工作规范140 Job structure工作结构141 Key jobs关键工作142 Labor market劳动力市场143 Labor relations process劳动关系进程 144 Leaderless group discussion无领导小组讨论法 145 Learning organization学习型组织 146 Long-term-short-term orientation长期-短期导向 147 Maintenance of membership会员资格维持 148 Management by objectives, MBO目标管理 149 Management forecasts管理预测 150 Management prerogatives管理特权 151 Manager and / or supervisor appraisal经理和/或上司评估152 Managing diversity管理多元化 153 Markov analysis马克夫分析法154 Mediation调解155 Mentor导师156 Merit guideline绩效指南157 Minimum wage最低工资158 Motivation to learn学习的动机 159 Needs assessment (培训)需要评价160 Negligence疏忽161 Nepotism裙带关系162 Ombudsman调查专员163 On-the-job training, OJT在职培训 164 Opportunity to perform实践的机会 165 Organizational analysis组织分析 166 Organizational capability组织能力 167 Orientation导向培训168 Outplacement counseling重新谋职咨询 169 Output产出170 Outsourcing外包171 Panel interview小组面试172 Pay-for-performance standard按绩效的报酬标准173 Pay grade工资等级174 Pay level工资水平175 Pay-policy line工资政策线 176 Pay structure工资结构177 Peer appraisal同事评估178 Performance appraisal绩效评价 179 Performance feedback绩效反馈180 Performance management绩效管理 181 Performance planning and evaluation (PPE) 绩效规划与评价系统182 Perquisites津贴183 Person analysis个人分析184 Person characteristics个人特征 185 Personnel selection人员甄选186 Point system积分法187 Position analysis questionnaire, PAQ职位分析问卷调查188 Power distance权力差距189 Predictive validation预测效度 190 Profit sharing利润分享191 Promotion晋升192 Protean career多变的职业 193 Psychological contract心理契约 194 Psychological support心理支持 195 Range spread工资范围跨度 196 Readability易读性197 Readiness for training培训准备 198 Reasoning ability推理能力199 Recruitment招募200 Reengineering流程再造201 Relational database关联数据库 202 Reliability信度203 Repatriation归国准备204 Replacement charts替换表205 Request for proposal (REP) (培训)招标书 206 Return on investment (ROI) 投资回报 207 Role ambiguity角色模糊208 Role analysis technique角色分析技术 209 Role play角色扮演210 School-to-work从学校到工作211 Selection甄选212 Self-appraisal自我评估213 Self-efficacy自信心214 Situational interview情景面试 215 Skill-based pay技能工资216 Skill inventories技能量表217 Specificity明确性218 Spot bonus即时奖金219 Staffing tables人员配置表220 Strategic choice战略选择221 Strategic congruence战略一致性 222 Strategic human resource management (SHRM) 战略性人力资源管理223 Strategy formulation战略形成 224 Strategy implementation战略执行 225 Task analysis任务分析226 Team leader training团队领导培训 227 360-degree feedback process 360度反馈过程 228 Total quality management (TQM) 全面质量管理229 Training培训230 Training administration培训管理 231 Training outcomes培训结果232 Transaction processing事务处理 233 Trend analysis趋势分析234 Utility效用235 Utility analysis效用分析236 Validity效度237 Verbal comprehension语言理解能力 238 Vesting既得利益239 Virtual reality现实虚拟240 Voicing发言241 Wage and salary survey薪资调查 242 Wage-rate compression工资压缩 243 Web-based training网上培训 244 Work permit/ work certificate就业许可证 245 World Wide Web万维网246 Yield ratio成功率。

英语作文-员工绩效考核审批

英语作文-员工绩效考核审批Performance Appraisal Approval。

Introduction:Performance appraisal is an essential process for evaluating the performance of employees in an organization. It helps in identifying the strengths, weaknesses, and areas of improvement for each employee. This document aims to provide guidelines for the approval of performance appraisals.1. Purpose:The purpose of the performance appraisal approval is to ensure fairness, consistency, and transparency in evaluating employee performance. It allows managers to make informed decisions regarding promotions, salary increments, and training needs.2. Process:2.1 Performance Evaluation:The performance evaluation process should be conducted annually or as per the organization's policy. It involves assessing various aspects such as job knowledge, quality of work, productivity, teamwork, communication skills, and adherence to deadlines.2.2 Appraisal Form:A standardized appraisal form should be used to evaluate employees. The form should include clear performance criteria, rating scales, and space for comments. It should be designed to capture both quantitative and qualitative aspects of performance.2.3 Appraiser Training:Managers responsible for conducting performance appraisals should receive appropriate training on the evaluation process. They should understand the criteria, rating scales, and how to provide constructive feedback to employees.2.4 Self-Assessment:Employees should be given an opportunity to self-assess their performance. This allows them to reflect on their achievements, challenges, and future goals. Self-assessment can provide valuable insights for the appraisal process.2.5 Performance Discussion:After completing the appraisal, managers should schedule a meeting with each employee to discuss the evaluation results. This discussion should be conducted in a private and supportive environment, focusing on strengths, areas of improvement, and career development opportunities.3. Approval Criteria:3.1 Consistency:The performance appraisal should be consistent across employees in similar roles. It should ensure that similar performance levels receive similar ratings and rewards. Any deviations from the set criteria should be justified with valid reasons.3.2 Fairness:The appraisal process should be fair and unbiased. It should not be influenced by personal preferences, biases, or discrimination. Managers should base their evaluations on objective evidence and performance data.3.3 Performance Improvement Plans:If an employee's performance falls below expectations, a performance improvement plan should be implemented. This plan should outline specific goals, timelines, and support mechanisms to help the employee improve their performance.3.4 Calibration:Calibration sessions should be conducted to review and discuss the appraisal ratings of employees across different teams or departments. This helps in ensuring consistency and fairness in the overall appraisal process.4. Approval Process:4.1 Review by Immediate Supervisor:The immediate supervisor should review the performance appraisal and provide their feedback and recommendations. They should ensure that the appraisal aligns with the employee's job responsibilities and performance expectations.4.2 Review by HR Department:The HR department should review the performance appraisal to ensure compliance with the organization's policies and procedures. They should verify the accuracy of the ratings, comments, and adherence to the appraisal timeline.4.3 Final Approval:The final approval of the performance appraisal should be given by the designated authority, such as the department head or HR manager. They should ensure that the appraisal process has been followed correctly and that it aligns with the organization's goals and values.Conclusion:The approval of performance appraisals plays a crucial role in recognizing and rewarding employee performance. It ensures fairness, consistency, and transparency in the evaluation process. By following the guidelines outlined in this document, organizations can effectively manage performance and support employee development.。

绩效考核英文自我评价

绩效考核英文自我评价（经典版）编制人：__________________审核人：__________________审批人：__________________编制单位：__________________编制时间：____年____月____日序言下载提示：该文档是本店铺精心编制而成的，希望大家下载后，能够帮助大家解决实际问题。

文档下载后可定制修改，请根据实际需要进行调整和使用，谢谢!并且，本店铺为大家提供各种类型的经典范文，如演讲稿、总结报告、合同协议、方案大全、工作计划、学习计划、条据书信、致辞讲话、教学资料、作文大全、其他范文等等，想了解不同范文格式和写法，敬请关注!Download tips: This document is carefully compiled by this editor.I hope that after you download it, it can help you solve practical problems. The document can be customized and modified after downloading, please adjust and use it according to actual needs, thank you!In addition, this shop provides you with various types of classic sample essays, such as speech drafts, summary reports, contract agreements, project plans, work plans, study plans, letter letters, speeches, teaching materials, essays, other sample essays, etc. Want to know the format and writing of different sample essays, so stay tuned!绩效考核英文自我评价自我评价就像一面镜子，平时无法看清自我，但是在镜子前自己的美丑一览无余，下面是本店铺为大家带来的绩效考核英文自我评价，相信对你会有帮助的。

某某公司人力资源评估英文

Evaluate training needs
Consult the type of training required, such as technical skills, leadership development, or soft skills, and identify the appropriate training methods and resources
Optimizing human resource allocation
By evaluating employees, understanding their characteristics and abilities, optimizing human resource allocation, and improving work efficiency.
Promote employee career development
By evaluating employees, discover their potential and strengths, and provide guidance and support for their career development.
Multidimensional evaluation: Evaluate employee performance from multiple dimensions, including work quality, work efficiency, teamwork, innovation ability, etc.
Objective and impartial: Ensure that the evaluation process is fair and objective, avoiding subjective biases and stereotypes.

HR常用英语词汇

HR常用英语词汇年资length of service税后薪资 Take-home Pay查核evaluation观察inspection考绩evaluation of employee考绩表employee evaluation form自动离职voluntary withdrawal; quit自荐self-appointment佣金commission余之经历以下My experience is as follows...呈请离职tender a resignation吹毛求疵carp; split hairs疗养允许；病假sick leave歇息一下take a rest; take a break任期届满expiration of the term of office同工同酬same work same pay同事colleague同样学历equivalent scholarship名衔title任职be incumbent好差事offices of profit守职的be dutiful年俸annual pension年假New-Year vacation年关奖金year-end bonus出差费 traveling allowance [for official trip]出国观察investigation trip abroad加五成的加班津贴time and a half加班work overtime加班费overtime pay加衔brevet; nominal rank加薪salary raise伟绩achievement召见give audience to出门允许leave out外快windfall失业的 be unemployed; be jobless渎职neglect one's duty打卡punch the clock打卡钟time recorder取消辞意withdraw a resignation正式任职installation of office正规职业妇女career woman永不录取dishonorable discharge生产津贴maternity benefit工作环境working conditions工作证employee's card薪资wages不告而退；不告而出take French leave不受薪non-salaried禁止兼职not permitted to hold concurrent posts 歇息日 [ 不妥班的日子] day of不拿架子be unassuming中饱私囊line one's pocket; be on the take互调inter-office rotation内定unofficial decision企业法例 by-law; bylaw公共关系public relations公事official business公差official trip公事public affairs公职public servant临盆假maternity leave升级考试promotion examination白班day shift人事制度personnel system人事背景personnel background人事管理personnel management僧多粥少的职业overcrowded profession八小时工作制eight-hour shift下午班afternoon session下班；竣工leave the office下级人员lower level employees上午班morning session上级higher-up上班；上工 go to the office口试oral examination大功grand merit大晚班night shift小晚班evening shift工作分类job classification工作日work day工作时间work hour工作时间记录卡time card工作时间记录簿time book役历表statement of service改派reassignment改组reshuffle改编reorganization每天八小时分三班轮番工作 work in three shifts of eight hours 求职者 job hunter; job seeker求职信application letter决定权power of decision防备作弊prevention of fraud事务office work使命mission例行公事routine work例假；事假causal leave到差take office受训get training; receive training行贿者bribee奉公守纪be law-abiding任命状appointment; commission官架子panjandrum政界officialdom背景资料文件表dossier计时工作timed work休假furlough军官commissioned officer降级demotion面试；面谈interview候补expectant to fill a vacancy候补额candidacy兼任additional post兼职concurrent post准假停薪unpaid leave员额strength of staff; number of stall家族津贴family allowance悔悟书statement of repentance拿干薪sinecure荣膺promotion晋级advancement中心时间core time留待复核；容再考虑ad referendum留职停薪retain job and forfeit salary能力ability记功merit记过demerit退休retirement退休金retirement pay退休证retirement certificate高级人员senior staff歇工 [ 雇主为抵制工人要求而休业]lock-out 停职通知termination notice营私作弊jobbery密告者 [ 美俚 ][America slang] squealer逼迫离职 forced withdrawal; [slang] get the boot 接收take over an office挂名的；挂名者titular介绍书recommendation letter排斥后取而代之supplantation教育程度degree of education现有人员assigned personnel移交relegation移交典礼taking-over ceremony终生俸remuneration for life终生养老金life annuity终生职 life employment; life position贪污graft; corruption停留外国linger abroad连升三级advance three ranks部下subordinate最高当局higher authorities喝咖啡歇息时间coffee break; coffee time单一薪给制unified salary system单一的工作treadmill到任辞；到任演说inaugural address任职典礼inauguration ceremony提携be elevated散工odd job一般职员clerk发薪日payday盗用公款embezzle清除贪污purge of corruption着令撤职resignation under instruction减员discharge裁撤abolish阶级rank集体交涉collective bargaining传令奖励citation建议箱suggestion box新来人员newcomer溜出sneak out当局authorities当班be on duty聘书agreement of employment装病malinger; fake illness解散dismiss辞退fire试用be on probation试用人员probational staff资格证明书placement certificate of qualification资深senior资历seniority行贿bribe; bribery跨台deprive of office; [slang] go down过渡期间transition幕僚staff革职查办be dismissed then tried by court action 革职留用be dismissed from position temporarily 福利benefit; welfare管理management罚薪salary deduction作弊fraud驱散release; release; discharge; discharge驱散费release pay; discharge pay银弹攻势money power简历书curriculum vitae履职resumption摩擦friction; clash捞钱工作[slang] lubrication job抚恤金consolation money欧洲自由上下班制flexible working time奖金bonus奖品trophy; prize生活make a living编并consolidation编制organization编制人员organize personnel编余人员surplus personnel停工go on strike嘉奖commendation告假中be on leave调换transfer卖官缺barratry; sell an office轮班；接班shift; work shift轮调rotation养老金annuity办公时间office hours选拔进级；选拔年资进级promotion by seniority迟到be late迟到者latecomer迟到簿late book录取；聘用hire应征apply举报impeachment举报贪污report corruption滥用职权misuse one's powers; abuse one's authority 减少retrenchment暂时雇员；冗员temporary personnel暂时养老金contingent annuity薪资袋pay envelope薪金salary薪金的追加supplement薪金视经历而定salary commensurate with experience 丑闻scandal扩增augmentation拿架子snobbery渎职misconduct简历resume职位分类position classification职权official power离开quit双薪double pay旷职be absent from the office签到sign in签到簿attendance book签退sign out离职resignation继任人员successor续假extension of leave。

员工绩效表格-概述说明以及解释

员工绩效表格-范文模板及概述示例1:员工绩效表格是一种用于评估员工工作表现和绩效的工具。

它通常包括员工的个人信息、工作目标、绩效评价标准和得分等内容。

员工绩效表格对于公司和员工来说都具有重要意义。

员工绩效表格可以帮助公司更好地了解员工的工作表现和能力，为公司领导提供决策依据。

通过绩效表格，公司可以更好地设定明确的工作目标和绩效评价标准，帮助员工明确工作重点和提升工作效率。

同时，通过绩效表格的评估，公司还能及时发现员工的问题和不足之处，为员工提供有针对性的培训和辅导，帮助员工提升工作能力和达到更好的绩效表现。

对于员工来说，绩效表格可以帮助他们更好地了解自己的工作表现和发展方向，帮助员工明确自己的工作目标和提升空间，激励员工更好地完成工作任务。

通过绩效表格的评估，员工还可以得到领导和同事的反馈，了解自己的优点和不足之处，及时调整工作态度和提升工作能力，实现自身的职业发展目标。

总的来说，员工绩效表格是一种重要的管理工具，可以帮助公司更好地管理员工，提升员工绩效和工作效率。

同时，对于员工来说，绩效表格也是一种重要的自我评估和提升工作能力的工具。

因此，公司和员工都应重视绩效表格的使用和评估，共同促进工作效率和绩效表现的提升。

示例2:在现代的企业管理中，员工绩效表格是一个非常重要的工具，用来评估员工在工作中的表现和成绩。

通过员工绩效表格，企业可以清晰地了解每一位员工的工作表现，及时发现问题和进行改善，同时也可以根据员工的表现来进行奖惩和激励，从而提高整体的工作效率和员工的工作动力。

员工绩效表格通常包括员工的基本信息、工作目标、绩效评估标准、绩效评价、个人发展计划等内容。

在绩效评估过程中，主管人员需要根据事实和数据来评价员工的工作表现，评定员工的绩效等级，并给出具体的反馈和建议。

同时，员工也可以利用绩效表格来自我评估，了解自己的优势和不足，为个人发展制定计划。

通过员工绩效表格，企业可以建立一个公正、客观、透明的绩效评估体系，帮助员工提升工作表现，实现个人职业发展目标。

员工绩效考核制度

员工绩效考核制度Assessment system for performance of employee一、为最大限度激励员工发挥个人潜能，提高员工工作效率，进而提高公司的整体效益,为员工薪酬、职务调整及能力开发等方面提供科学、合理的管理依据，特制定本制度。

In order to maximize inspire the employee to develop individ ual potential, enhance the work efficiency of personnel, further incr ease the whole benefit of company, provide scientific, logical mana gement basis on employees’salary, transfer, development of ability and other aspects, specially constitute this system.二、本制度适用于所有与公司签订劳动合同的在岗员工。

This system is suitable for all the regular employees who sign labor contract with the company.三、员工绩效考核原则Assessment principle for performance of employee员工绩效考核坚持公开、公正、公平的原则，实事求是对员工的综合业绩进行客观公正的考评。

Assessment of performance of employee sticks to the principle of open, equity and justice, be practical and realistic to assess thegeneral performance of the personnel without subjective and inequit able element.四、员工绩效考核的分类Classification of performance assessment of employee1、中层以上领导干部的绩效考核。

国开期末考试《管理英语4》机考满分试题(第2套)

国开期末考试《管理英语4》机考满分试题(第2套)（试卷代号：0863，整套相同，祝同学们取得优异成绩！）一、交际用语（共5题，共10分）1、 Reading is the best way to pass time on the train。

（B），I never go traveling without a book。

A、You are jokingB、That’s trueC、It sounds like fun2、How did your meeting go yesterday?（A）actually，it was really frustrating。

A、Not so goodB、Very goodC、Nothing special3、Jack，I’d like to have your opinions about my written report。

But I have one suggestion（A）。

A、It looks fine to meB、You are too modestC、That’s a good idea4、 Terribly sorry to interrupt，but may I use your dictionary?Yes，（A）。

A、of courseB、it doesn’t matterC、no hurry5、 This project is too big for me to finish on time。

（C）。

A、Please do me afavorB、You may ask for helpC、I’ll give you a hand二、词汇与结构（共15题，共30分）1、The Human Resource Managing Department at Honda is given specific instructions （C） employ the best possible workers。

试用期考核表(中英文)

苏州维罗维自动化科技有限公司 Tel:0512-62813758 Fax:0512-62813718
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2014-12-30
45%Biblioteka 解决问题的能力/ Problem solving 应变能力/Ability of dealing with emergency 创新能力/ Innovation ability 工作主动性/Working initiative 工作责任感/ Sense of responsibility
工作态度/Attitude
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姓名 /Name 毕业院校 /Graduated 职位/Position 考评项目/Item 仪容仪表/ Appearance 知识技能与工作经验/Knowledge, skills and experience 比重/Ratio 5%
试用期考核表 Employee Evaluation Form
□辞退/ Dismissal
签字/Signature：日期/Date：其他相关部门鉴对试用期员工的表现做出评价 Performance evaluation during probationary period 定/Other related departmental evaluation 签字/Signature：日期/Date：对试用期员工的表现做出评价 Performance evaluation during probationary period 人事部鉴定/HR departmental evaluation
40%
专业技能/ Professional Skill 相关知识/Related knowledge 实际工作经验/ Actual working experience 工作效率/ Work efficiency 语言表达能力/ Language performance

Employee performance evaluation form-ENDA

1/2
B work discipline 工作纪律性
14
12
10
8
6
C
14
12
10
8
6
D
14Biblioteka 12108
6
A
14
12
10
8
6
Knowledge and skills 知识与技能
B
14
12
10
8
6
C
14
12
10
8
6
D
14
12
10
8
6
A
14
12
10
8
6
High sense of work responsibility 工作责任感
Employee Performance Evaluation Form 员工绩效评价表
Appraisee: 受评人： Evaluator: 评估人： Poor(不佳）=6 Ordinary（一般）=8 Evaluation of projects 评价项目 A 表现评分类别 Satisfatory（满意)=10 Evaluation points Good(好）=12 Enda purchase dept Status: 岗位 Date joined 入职日期 Excellent（优秀）=14 Rank 评价尺度 14 12 10 8 6
Appraisers views 评价者意见： need to improve the work efficiency and master more knowledge about the products 3
4
Appraisers Signature：评价者签字： Recheck：复查：

《管理英语4》第二套-管理英语4

交际用语（共5题，共10分）1. — Reading is the best way to pass time on the train.— _____________________, I never go traveling without a book.A You are jokingB That's trueC It sounds like fun参考答案：B；2. —How did your meeting go yesterday?—____________actually, it was really frustrating.A Not so goodB Very goodC Nothing special参考答案：A；3. —Jack, I'd like to have your opinions about my written report.—_____________________. But I have one suggestion.A It looks fine to meB You are too modestC That's a good idea参考答案：A；4. — Terribly sorry to interrupt, but may I use your dictionary?— Yes, ____________A of course.B it doesn't matter.C no hurry.参考答案：A；5. — This project is too big for me to finish on time.— ____________A Please do me a favor.B You may ask for help.C I'll give you a hand.参考答案：C；词汇与结构（共15题，共30分）1. The Human Resource Managing Department at Honda is given specific instructions ______ employ the best possible workers.A how toB on what toC on how to参考答案：C；2. Although we can't compete in terms of size, I _____ believe we hold an advantage in terms of dedication to customer service.A didB do参考答案：B；3. ______ the reactions of top managers, middle managers remained silent or provided optimistic, filtered information.A FearingB FearedC Fear参考答案：A；4. Fifty-five per cent of the respondents said that praise and attention from their supervisor would make them feel ______ the company cared about them and their well-being.A even ifB as ifC like参考答案：B；5. ______ employees keep leaving and joining the company, they also retire from time to time leaving empty places in various positions.A AlthoughB IfC As参考答案：C；6. ______ managers spend most of their time in face-to-face contact with others, but they spend much of it obtaining and sharing information.A Not onlyB Do not onlyC Not only do参考答案：C；7. If demand is rising but the firm _______from allocative communication failure, then stocks will fall and there will be understaffing.A has been sufferingB is going to sufferC is suffering参考答案：C；8. At a rough ________, we will take another four weeks to finish this plan.A valueB estimateC account参考答案：B；9. Supervisors should ______ their employees in two-way communication so that understanding takes place.A enableB engageC encourage参考答案：B；10. An appreciated gift and the gesture of providing it will ______ your coworker's day.A look upB lift toC light up参考答案：C；11. Cultural differences ________ four categories: religion, nationality, region and lifestyle.A fall downB fall offC fall into参考答案：C；12. I will ask them to _____a new design ,something a bit more toned down.A come inB come acrossC come up with参考答案：C；13. What you need to do is to keep things short and sweet, just the.A questionsB topicsC highlights参考答案：C；14. We are interested in the weather because it ______ us so directly —what we wear, what we do, and even how we feel.A benefitsB affectsC effects参考答案：B；15. An employee may express their different understanding and, at the same time, a willingness to ________ with any constructive suggestions.A complyB completeC compose参考答案：A；阅读理解（共2题，共40分）1. When Jack Welch, the Chairman and CEO at General Electric (GE) retired in 2001, he could look back at a very successful career. He became CEO in 1981 at the age of 45. At that time, GE had a very complex organizational structure with considerably bureaucratic rules.One of his first changes was to initiate a strategy formulation process with the guideline that each of the businesses should be number 1 or 2 in their respective areas. If this was not the case, managers had the options of fixing the problem, selling their particular business, or closing it. In an effort to streamline the organization, Welch removed the sector level and eliminated thousands of salaried and hourly employeepositions.The restructuring was followed by changing the organizational culture and the managerial styles of GE's managers. One such program was the Work-Out（群策群力）.Groups of managers were assembled to share their views openly in three-day sessions. At the beginning of the meetings, the superior presented the challenges for his or her organizational unit. Then the superior had to leave, requesting the groups to find solutions to the problems. Facilitators (会议主持人) helped these discussions. On the last day, the superior was presented with proposed solutions. He or she then had three choices: to accept the proposal, not to accept it, or to collect more information. This process put great pressure on the superior to make decisions.Another program to improve effectiveness and efficiency was Best Practices. The aim was to learn from other companies how they obtained customer satisfaction, how they related to their suppliers, and in what ways they developed new products. This helped the GE people to focus on the processes in their operations that would improve the company's performance.Jack Welch was personally involved in developing managers at GE's training center in Crotonville. Leaders, Welch suggested, are not only those who achieve results but also those who share the values of the company.(1). Jack Welch retired at the age of 65.A TB F参考答案：A；考生答案：(2). Jack Welch insisted that each of the businesses should be at least number 3 in their respective area.A TB F参考答案：B；(3). If the business could not meet Welch’s change requirements, its manager had 3choices.A TB F参考答案：A；(4). The restructuring went before changing the organizational culture and the managerial styles of GE’s managers.A TB F参考答案：A；(5). The Work Out lasted a week.A TB F参考答案：B；1. The employee and the supervisor are clear about the employee's goals, required outcomes or outputs, and how the success of the contributions will be assessed. The goal in employee evaluation is to motivate a high level of quality and quantity in the work that the employee produces.The goals of the best employee performance evaluations also include employee development and organizational improvement. The employee performance evaluation helps employees accomplish both personal development and organizational goals. The act of writing down the goals takes the employee one step closer to accomplishing them.In the event that an employee is not succeeding or improving his job performance, the performance evaluation documentation can be used to develop a Performance Improvement Plan.This plan provides more detailed goals with more frequent feedback to an employeewho is struggling to perform. The goal of a PIP is the improvement of the employee's performance, but non-performance can lead to disciplinary action up to and including employment termination.In many organizations, numeric rankings are used to compare an employee's performance with the performance of other employees. Numeric ratings are frequent components of these systems, too.No matter how fair and non-discriminatory, these ratings are made to appear through the endless establishment of criteria for rating, and they boil down to the manager's opinion of an employee's performance. This is why numeric components in an employee performance evaluation process are not recommended.(1). What is the goal in employee evaluation?A To motivate outcomes of the employeeB To punish inabilities of the employeeC To reduce costs of the employee参考答案：A；(2). What is NOT the goal of the best employee performance evaluation?A Employee development.B Organization improvement.C Employment termination.参考答案：C；(3). What does PIP in Para. 6 stand for?A Personal Improvement PlanB Performance Improvement PlanC Promotion Improvement Plan参考答案：B；(4). What is the goal of PIP?A To improve the employee’s performance.B To protect both the employee and the employer.C To create accurate appraisal documentation.参考答案：A；(5). What is the purpose of numeric rankings?A To perform consistent, regular, non-discriminatory employee performance evaluations.B To ensure equitable measurement of an employee's contribution.C To co mpare an employee’s performance with the performance of other employees.参考答案：C；主观题作文（共1题，共20分）Write a composition with at least 100 words on My Dream Job. Your writing should include the followings.（1）Position: customer service representative（2）Ability: communication and customer service skills（3）Reason: an expert in the product line and strong relationships with customers(试题分值:20分)My Dream JobMy dream job will be working in one of the biggest international accounting firm as an accountant.I want to be an accountant because I love mathematics and business so much.Also,I major in finance during at my college.And being an accountant canhelp me to explore my knowledge of business and provide me a board range of network among the business world.I need to do a lot in order to achieve my goal.First,I have to get an undergraduate degree in accounting from college.Then I might either to go graduate school for a more advanced degree in accounting or get prepare for the CPA exam.With the CPA license,I have a better opportunity to get a job in the accounting firm. Sometimes I can find my job in job agency.Finally,with my experience in the accounting firm,I can apply accounting position in the international accounting firm and to serve as an accountant there.Being an accountant is a best job for me.Because I will work for45hours a week.It is not a long time job,I can do my interested things during weekend. Accountant always work in a office,so I will be not too tired.And it has a good work environment.Some people think that accountant is not a good job because it can not work with other people.However,it has about only31.13stress level.It is not too much,I do not like too much stress.But it has a low income,about$59,173a year.In my opinion,I will be very happy because I can do my dream job.范文2My Dream JobMy dream job will be working in one of the biggest international accounting firm as an accountant.I want to be an accountant because I love mathematics and business so much.Also,being an accountant can help me to explore my knowledge of business and provide me a board range of network among the business world.I need to do a lot in order to achieve my goal.First,I have to get an undergraduate degree in accounting from college.Then I might either to go graduate school for a more advanced degree in accounting or get prepare for the CPA exam.With the CPA lisence,I have a better opportunity to get a job in the accounting firm.Finally,with my experience in the accounting firm,I can apply accounting position in the international accounting firm and to serve as an accountant there!范文3My Dream JobWhat is my dream job? I want to be a doctor. I think it’s a great and interesting job. I can help many patients. It’s a hard job but I don’t mind it. I can find some happy in this job. Some people also believe that doctors are work late. But I don’t think so. If I feel happy, I can’t feel it’s very late.If I become a doctor now, I like my job. I don’t regret it, I can say:“I found a good job!” I don’t think this job makes me tired, I think it makes me solidity and happy. I believe I am sure to succeed.That is all of my dream job. I am sure I Will be a good doctor in the future.范文4My Dream JobEverybody has his dream job. I also have my dream job. My dream is to work for foreigntourists as a tour guide.Why do I want to be a tour guide? First of all, I'm an outgoing girl, and I like doing some exciting things. Maybe being a tour guide is the best choice. If I become a tour guide, I can travel all around China, and know more about our country. Then I will tell the foreign tourists about our colorful history. Second, I like making friends. If I work as a tour guide, I can make a lot of friends all over the world. This may be great. Perhaps someday my foreign friends will ask me to visit their countries. I really like to go to their countries to know something about their culture. What’s more, I like singing. Singing English songs is my favorite. I believe I will be popular with foreign tourists. Their trip will be excellent.Now, I am still a middle school student. My job now is to work hard in school. Then I’ll go to university to learn something about being a tour guide. I’m sure I can be a qualified tour guide in the future。