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个人绩效管理目标一般以年度为单位,要综合考虑干部个人的岗位、职责、能力、特长等,有针对性地确定。由此,可以将一个单位大的绩效管理目标分解为每个人都 明确的小目标。

“控制式”的领导喜欢自己定目标,然后交给下属去完成,他们不在乎下属的意见和反映,这种做法越来越没有市场。今天员工的知识层次、学历、自己本身的素 质,以及他们主张的个性张扬的程度都远远超出从前。因此,领导者应该更多的吸纳下属来参与目标制定的过程,即便是团队整体的目标。

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All custom-designed custom builder custom-built Custom Home it is the custom to perform a thing custom-developed, at custom-manufactured it's the custom for somebody to try and do a thing, at it's the custom to try and do a little something See all meanings Term with the Working day

实施要求:目标设置要坚持员工参与、上下左右沟通,使拟定的工作目标在组织及个人之间达成一致。既要使工作内容饱满,也要具有可达性。可以制定出跳起 来“摘桃”的目标,不能制定出跳起来“摘星星”的目标。

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These examples are from corpora and from sources online. Any opinions in the illustrations usually do not signify the opinion of the Cambridge Dictionary editors or of Cambridge College Press or its licensors.

For over a Bridge he cuſtometh to fight, / Which happens to be but slender, but exceeding prolonged; / And in the ſame are many lure fals pight, / Through which the rider downe doth drop by ouerſight.

Add to phrase list Incorporate to term record [ C/U ] a strategy for behaving or possibly a belief that's been proven for a long period amongst a gaggle of folks:

所以,没有量化,是很难衡量前台到底怎么样算接听好电话了,到底接待来访了没有。

“由下至上”是指个人绩效管理目标采取由下至上的提出方式,而不是由上至下。例如制定一般干部绩效管理目标,可以先由一般干部根据个人工作岗位职责、能 力素质、兴趣特长,向处室负责人提出绩效目标草稿,再由处室负责人统筹考虑总体目标需求,在草稿基础上提出修改意见,与干部本人进行有效沟通,达成一致后, 再共同制定。这样制定出来的管理目标,更容易被执行人所接受,执行起来事半功倍。主管领导同时应注重开发干部的个人能力,对干部进行激励和有意加压,刺激干 部挑战新的绩效目标,达到激发潜力、提高能力的目的,使其掌握完成较高层次绩效目标的本领。

有的工作岗位,其任务很好量化,典型的就是销售人员的销售指标,做到了就是做到了,没有做到就是没有做到。而有的岗位,工作任务会不太好量化,比如 R&D(研发部门),但是,还是要尽量量化,可以有很多量化的方式。

The Ancient Egyptian society experienced many distinct and intriguing beliefs and customs; 1 custom was the mummification of your here dead.

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