BEC中级考前冲刺15天特训:阅读填空
日期:2015-05-25 15:32
(单词翻译:单击)
1. The Objectives of Staff Appraisal
► Better clarify and define job functions and responsibilities;
► Increase staff's self-esteem and motivation to perform effectively;
► Gain new insight into staff and supervisors;
► Distribute rewards on a fair and credible basis;
► Clarify organizational goals so they can be more readily accepted.
2. Steps for Proper Performance Evaluation
► Supervisors should communicate job responsibilities to employees when they are hired. Supervisors should also communicate any changes in employee job responsibilities over time.
► When supervisors notice that employees have deficiencies, they should inform the employees of those deficiencies. Employees should be given a chance to respond to the criticism. Supervisors may also allow a short period of time for employees to correct the deficiencies. Supervisors should also communicate with employees who were evaluated favorably so that those employees recognize that their efforts are appreciated.
► Supervisors should be consistent when conducting performance evaluations. That is, two employees who have a similar deficiency should be treated equally in the evaluation process.
3. Actions for Supervisors to Take After the Appraisal
► Employees who receive a very favorable evaluation may deserve some type of recognition or even a promotion. If supervisors do not acknowledge such outstanding performance, employees may either lose their enthusiasm and reduce their effort or search for a new job.
► Employees who receive unfavorable evaluations must also be given attention. Supervisors must determine the reasons for poor performance. If the employees were unaware of their own deficiencies, the unfavorable evaluation can pinpoint the deficiencies that employees must correct. In this case, the supervisor may simply need to monitor the employees closely and ensure that the deficiencies are corrected.
► Better clarify and define job functions and responsibilities;
► Increase staff's self-esteem and motivation to perform effectively;
► Gain new insight into staff and supervisors;
► Distribute rewards on a fair and credible basis;
► Clarify organizational goals so they can be more readily accepted.
2. Steps for Proper Performance Evaluation
► Supervisors should communicate job responsibilities to employees when they are hired. Supervisors should also communicate any changes in employee job responsibilities over time.
► When supervisors notice that employees have deficiencies, they should inform the employees of those deficiencies. Employees should be given a chance to respond to the criticism. Supervisors may also allow a short period of time for employees to correct the deficiencies. Supervisors should also communicate with employees who were evaluated favorably so that those employees recognize that their efforts are appreciated.
► Supervisors should be consistent when conducting performance evaluations. That is, two employees who have a similar deficiency should be treated equally in the evaluation process.
3. Actions for Supervisors to Take After the Appraisal
► Employees who receive a very favorable evaluation may deserve some type of recognition or even a promotion. If supervisors do not acknowledge such outstanding performance, employees may either lose their enthusiasm and reduce their effort or search for a new job.
► Employees who receive unfavorable evaluations must also be given attention. Supervisors must determine the reasons for poor performance. If the employees were unaware of their own deficiencies, the unfavorable evaluation can pinpoint the deficiencies that employees must correct. In this case, the supervisor may simply need to monitor the employees closely and ensure that the deficiencies are corrected.
