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1、小企业有小企业的特点,比如管理灵活、岗位划分不明确、工作职责变动较大等等,所以小企业的绩效考 评工作应该根据它自身的特点来设计。一般而言,小企业的绩效考评不必做的太复杂。另外,应适当侧重于主观考评,这主要是因为以下三点原 因:1 .管理者与员工相互之间较为了解,管理者的主观考评比较准确;2 .由于岗位划分不明确,工作内容灵活,无法设计出标准的客观考评题目;3 .小企业一般没有人力资源部,没有很大的精力来开展绩效考评工作。小企业绩效考评的内容:1 .工作总结:由于员工的工作内容相对比较繁杂,通过工作总结可以让管理者系统的了解员工的工 作状况和工作成果,有助于管理者对企业管理和企业活动进行整体把握
2、,也有助于管理者对员工 进行客观的考评。2 .员工自我评价:员工自我评价可以让管理者更加清楚地了解员工真实的想法,并且为考评沟通做 了准备。3 .分类考评:可以分为岗位技能、工作态度和工作成果三方面的内容进行考评。4 .考评沟通:不论上面三项内容如何进行,考评沟通都是必须进行的。月份工作考评表填写日期: 年 月 日部门:姓名:岗位:本月工作总结:本月工作自我评价:以下由直接上级填写:1、岗位技能 优秀()良好()一般()较差()2、工作态度优秀()良好()一般()较差()3、工作成果优秀()良好()一般()较差()本月工作评语:直接上级签字:备注:PERFORMANCE APPRAISAL R
3、EPORT工作表现评估报告(I ) PERSONAL DETAILS 小人简历Name /姓名Date Joined Company /加入公司日期Company /公司名称Year/Month in Current Position /现职时间(年度/月份)Job Title / 职位Period Under Review /评估时限Department / 部门Date Of Review / 审核日期此评估的主要目的:1 .改善及增强评分人及受评人的上下级关2 . 系。3 .分析、确认、显示受评人的强项及弱点 帮助受评人善用强项与改进弱点。4 .标识受评人发展及训练的需要,以便日 后承担
4、公司重任。5 .反映受评人现阶段的工作表现。6 .为受评人订下下年度的目标及前瞻,作 为日后工作表现的标准。(II ) OBJECTIVES / 目的The prime purpose of the performance appraisal is to :1. Improve and strengthen the relationship between appraiser and appraise.2. Determine the strengths and weaknesses of the appraisee by highlighting the successes and iden
5、tifying areas for potential improvement.3. Identify training and development needs of appraisee for future higher responsibilities.4. Feedback to appraisee on current performance standards.5. Set goals and objectives for appraisee for next period.(III ) REVIEW OF PERFORMANCE作表现评估State the objectives
6、 set in the previous appraisal period and describe the level of performance attained.根据上年度所订下的工作目标,评估所达到预期目标的程度。Description of objectives set in the previous period.上年度所提出的目标Performance Attained过去一年目标能否达到及表现如何?1.2.3.(IV ) EVALUATION OF PERFORMANCE ATTRIBUTES作表现类另评分X 以显示你的评分(X)in the appropriateTo in
7、dicate your evaluation of the appraisees 请于下歹1J类另Ll戈U上performance, please mark ancolumn where4 = Outstanding2 = Satisfactory0 = Unacceptable3 = Good1 = PoorNA = Not Applicable4=出色2=满意0=不能接受3 =良好1 =差意NA =不合用Please refer to the attachment for explanations of different performance levels.根据以下的评估表格加以不同等
8、级的评分。Performance Attributes工作表现性质Performance Levels表现的等级Cite examples where appropriate试以实例述明43210NA1. TECHNICAL COMPETENCE 肢术性方面Job-product Knowledge工作知识Planning/Organising Skill策划及组织能力Productivity生产效益Quality Of Work工作素质Customer Satisfaction满足客户需求Sub-Total / 小计:2. ATTITUDE TOWARDS WORK/ORGANISATION
9、公司及工作态度方面Willingness to Learn/Improve自发性的学习/改进Positive Attitude正面态度Acceptance Of Instructions接受任务Dedication工作投入Reliability可靠责任Sub-Total / 小计:3. PERSONAL QUALITIES / 个人品质方面Punctuality准时出席Responsibility有责任感Attention to Details / Thoroughness处世小心谨慎Honesty/Integrity诚实正直Initiative有自发性Adaptability适应能力Reso
10、urcefulness创意性Personal Grooming个人仪表整洁Judgment & Decision Marking判断与决策能力Continuous Improvement虚心上进Sub-Total / 小计:4. INTERPERSONAL SKILLS / 人与人相处技巧Willingness to Share乐意与别人分享Co-operation合作性Relationship with Others人际关系Communication沟通方式* Leadership / Management领导能力Sub-Total / 小计:Grand Total/ 总计:Percenta
11、ge /百分比:只适用于管理层人员* Applicable only to supervisory staff /OVERALL EVALUATION OF THE INDIVIDUAL / 整体评分Please use the space below to give your overall assessment of the appraisee.请于下列空格填写有关人员的整体评估(V ) STRENGTHS AND WEAKNESSES弓M 项与弱点1. List in the order of importance, 3 of the appraisees strengths.列出受评人
12、的三大主要强项,并以其程度顺序陈述如下a.b.c.2. List the areas where the appraisee would need to improve in列出受评人的缺点与需要改进的领域a.b. c.(VI ) DEVELOPMENT AND TRAINING NEEDS /发展及训 I练需要Based on the evaluation, list any development/training needs of the appraisee and suggest how these needs can be met.鉴于上述评分,列出发展及训练需要及达到目标的建议DE
13、VELOPMENT NEEDS发展需要SUGGESTIONS建议1-2.3.4.TRAINING NEEDS训练需要SUGGESTIONS建议1-2.3.4.(VII ) OBJECTIVE SETTING / 订下明年目标Identify and agree with the appraisee, up to 4 key objectives for the next period and state the level of performance expected.标识与征求受评人的共识,列出下年度四项目标及预期表现DESCRIPTION OF OBJECTIVES SET FORTHE NEXT PERIOD下年度的目标EXPECTED PERFORMANCE预期表现1.2.3.4.(VII ) COMMENTS AND SIGNATURE / 评价与确认签名Please comment on any other areas whic