(精选)商务英语阅读下册Unit 2课件.ppt

Unit Two;Teaching Objectives;Teaching Emphases;Content; The primary goals of a performance evaluation system are to provide an equitable measurement of an employees contribution to the workforce, produce accurate appraisal documentation to protect both the employee and employer, and obtain a high level of quality and quantity in the work produced. If you are considering creating a performance evaluation system in your practice, please follow these five steps: ; Develop an evaluation form. Performance evaluations should be conducted fairly, consistently and objectively to protect your employees interests and to protect your practice from legal liability. One way to ensure consistency is to use a standard evaluation form for each evaluation. The form you use should focus only on the essential job performance areas. Limiting these areas of focus makes the assessment more meaningful and relevant and allows you and the employees to address the issues that matter most. You dont need to cover every detail of an employees performance in an evaluation. ; For most staff positions, the job performance areas that should be included on a performance evaluation form are job knowledge and skills, quality of work, quantity of work, work habits and attitude. Performance evaluations for those in management positions should assess more than just the essential job performance areas mentioned above. Other aspects which need assessing include the employees skills, ability to motivate and provide direction, overall communication skills and ability to build teams and solve problems. You should have either a separate evaluation form for managers or a special managerial section added to your standard evaluation form.; Identify performance measures. Standard performance measures, which allow you to evaluate an employees job performance objectively, can cut down on the amount of time and stress involved in filling out the evaluation form. Although developing these measures can be