Company performance summary report
Summary of a period of time, a year, a stage of learning and working life and other situations to review and analyze a written material, which can help us rationalize the structure of knowledge, highlighting the key points, breakthroughs in the difficult points, it may be worthwhile to sit down and write a good summary. So you really know how to write a summary? Here is my summary report for you to organize the company's performance, welcome to learn and reference, I hope to help you.
Company performance summary report Part 1
As an employee to get a promotion or pay raise, you must make good performance. Performance includes personal performance, the performance of the department, and the performance of the company. As one HR manager said, "The level of income among employees is ultimately dependent on job performance."
Good performance requires good performance reports
The importance that companies place on performance makes writing good performance reports a critical matter. A good performance requires a good performance report. If the performance report is not well written, does not highlight the results you have achieved, and does not show the full picture of your performance, it may affect the appraisal department's ability to form a correct evaluation of you.
The role of the performance report is to comprehensively and systematically reflect your performance in a certain period of time, and to objectively analyze and summarize their own performance, clear their own achievements, to find out the shortcomings of the work, and to summarize the experience of the last phase of work and lessons learned. A good performance report can reflect your performance objectively and make your hard work pay off, while a bad performance report may conceal your actual contribution.
It's important to be truthful about your accomplishments
A lot of people are modest in their performance reports, trying to write as little as possible about their own contributions, and even crediting others with their own hard work. They believe that it is not good to be truthful about what they have achieved, and that they will be suspected of taking credit for it, but also appear to be proud and arrogant. In fact, there is no need to be ashamed of your own performance. Objectively reflecting your own contribution is a kind of ability, and the company values the ability of employees to create performance as well as their achievements. If you are too modest and weaken your contribution, it may be difficult for a supervisor who does not know the actual situation to make a true assessment of you. Even if the supervisor understands your real contribution, he or she may think that you are not confident enough and do not even have the courage to report your accomplishments truthfully, and thus think that he or she cannot be entrusted with an important position. Therefore, when writing a performance report, remember not to be too modest, and truly reflect your own ` achievement is the most important.
While it is true that a performance report must first be backed by good performance if it is to be pleasing to the eye, proper presentation is also essential. A complete performance report should include some of the following elements:
First, the basic conditions of the overview
First of all, we should summarize the work, the work of the subjective and objective conditions, favorable and unfavorable factors, as well as the work environment. Although these are not necessarily related to performance, but, obviously, if you are in an unfavorable working environment, working conditions are also very poor, there is no doubt that you can make your performance shine. For example, your job is to deal with customer complaints, this work environment is obviously not very favorable, it requires employees to be able to put up with customer complaints, and even abuse, insults. The peculiarities of the environment itself are in fact part of the performance, and therefore the work environment should be stated in order to give your performance something to fall back on. Of course, when stating the unfavorable conditions and environment, do not be justified, in any case, this is the nature of the work decided to accept the job must accept the special working environment it brings.
Second, the statement of their achievements
The statement of their achievements is the focus of the performance report. The fundamental purpose of writing a performance report is to recognize accomplishments and highlight your contributions, thus providing a reference for company appraisals and promotions.
Before writing a performance report, you should think carefully and list all the achievements you have made as far as possible, and then rank them in order of importance. In the statement, first of all, we must clearly state what we have achieved, in what circumstances, how much weight of each achievement, how much contribution to the enterprise. In the statement, must pay attention to organized, highlight the key points, must not be a variety of achievements piled together, so that the personnel manager to select the achievements in your favor. This practice not only aggravates the work of the personnel manager, but also give people a sloppy, unorganized impression. Imagine, a person even their own achievements can not make sense of the clues, how to do the work of a well-organized it?
It should be noted that most of the achievements are visible, but sometimes there are many unknown achievements or contributions. At this time, you need to write out those unknown achievements or contributions clearly, never be embarrassed to state that this will not give people a bad impression in the least, on the contrary, many companies want employees to be able to make an objective evaluation of their own, do not hide performance, nor misrepresentation of performance. Factualism is the best principle when writing a performance report.
Third, summarize the experience and lessons learned
For every job done in the past, no matter whether it was done well or failed, we should summarize the experience and lessons learned, and write them in the performance report. This not only facilitates future work, but also allows the company to understand your growth trajectory. It is the sign of a wise person to analyze and summarize past work and draw out one or two lessons learned.
It's important to note that while it's important to summarize lessons learned, it's also important to be honest about weaknesses that still need to be addressed. Many people in the performance report always avoid their own weaknesses and defects, for writing them will be on their own image damage, in fact, this is not the case. The weaknesses that need to be improved, showing that you have a sense of continuous improvement, there is the potential for continuous improvement. Supervisors not only will not look down on you, on the contrary, they prefer such a person, but also more willing to be entrusted with the important task. It should be noted that, after the weaknesses need to be improved, in the future work must be seriously implemented, can not be said on the report, in the actual work is still my way, which is undoubtedly a devaluation of their own performance report.
When you have achieved a good performance and submitted a beautiful performance report, you must not be immersed in the past performance, do not think of progress. In fact, performance always belongs to the past, and after submitting a performance report, it means that the previous stage of work has been completed and you need to start from scratch again.
The company's performance summary report Part 2
Time passes, between the fingers, 20xx year is nearing the end, the past year in the leadership and colleagues care and guidance, through their own unremitting efforts, in the work of the results must be achieved, but there are also many shortcomings.
Looking back at the past year, now the work is summarized as:
First, in the first three quarters of 20xx during this period, in accordance with the group's decision-making and guidance, in the unremitting efforts of all workers, we go out early and come back late, regardless of the sacrifice of time off, *** planting nearly 70,000 seedlings, when the survival rate of about 80%. But due to the lack of experience, the environment, water and other do not have enough knowledge, personality is the problem of water, groundwater salinity seriously exceeds the standard, there is no watering drought dead trees, watering the ground due to the water salinity caused by the trees of the physiological lack of water, the consequences of the more serious, which is the large-scale death of the forsythia is a typical example. The good thing is that the leadership of the group in a timely manner to select a new, soil and water conditions are more favorable base, the remaining seedlings are transplanted to the new nursery, reducing the loss.
Second, in the last quarter of 20xx, although the time is short, but our work is the busiest.
1, the construction, use and maintenance of infrastructure in the newly selected double poplar base. Just took over the new base, is a piece of white stubble land, in the group company under the unified command, after our ` efforts, to this moment has been constructed and completed 160 meters of prefabricated road, more than 1,500 meters of fencing, set up a temporary work of the boarding house 2, paved more than 1,300 meters of the supply of water irrigation pipeline, laying 80KV transformer, making the base outlook has been greatly improved, and now the facilities have been put into use.
2, grab the season. In order to reach the maximum utilization rate of land, in October x before the completion of the planning of 80 acres of winter wheat sowing work, timely organization of manpower irrigation and watering of frozen water.
3, the original nursery trees successfully transplanted to the new base. Under the unified scheduling of the Group, with the assistance of all colleagues in the company, more than 120xx trees were successfully transplanted to the new base, and the timely organization of manpower to implement the irrigation, which has been completed. In order to ensure the survival of the seedlings next step will be to organize artificial cultivation soil root protection.
In the upcoming 20xx, we will be in accordance with the group leadership of the guiding ideology combined with our existing actual situation to make the following plans:
First, the use of the end of the year of the free time, the heart contact to visit nurseries around the county and city, the initial grasp of the bulk of the planting of seedlings in the general situation and prices. Pave the way for next year's timely purchase of suitable seedlings.
Second, the seedling varieties reserved for planting make preliminary plans. According to the trend of urban greening at the moment and Weifang's specific geographic environment, we initially intend to buy seedlings are:
Tree class: magnolia, ash, persimmon, chaste tree, ginkgo, Fagus, cherry blossom, Begonia series, hibiscus
Shrubs: heather, forsythia, holly, larkspur, purple-leafed small cactus, purple leaf plum, red Ruimu
Vine class: peppercorns
Time to give me another opportunity to summarize, every progress is in the repeated summary of experience or gains and losses can be improved. Each summary is to prompt us to find their own shortcomings at the same time, combined with their own good work experience, for a new round of work to do a better job of paving the way for the smooth progress. I will work harder in the future, and strive to continuously improve their technical level in the business, seriously and carefully in place to complete the tasks assigned by the group.
A basic preparatory work
1, sorting out job duties, improve the job duty system in the company's organizational structure and departmental functions under the framework of the division of labor, through repeated communication with the head of each department, standardize the name of the job, clear job setup purpose and job hierarchy, refinement of job duties and job requirements, form a complete company, the company has been the first time in the world that the company has been the first time in the world. Related requirements, the formation of the company's complete job structure map, improve the company's job responsibility system, for the company's human resources work further in-depth to lay a good foundation.
2, the development of job specifications, standardize the job management work in order to consolidate the results of the construction of the job responsibilities system, and further enhance the level of basic human resources management and human resources management efficiency, under the leadership of the Human Resources Center, and seek the views of the Division Human Resources Department, the development of the company's job description management regulations, respectively, from the Management Center and the Division, the subsidiary level, new positions and the original positions in two dimensions.
3, the establishment of the performance committee, the establishment of performance leadership mechanism performance management involves the realization of the company's goals at the macro level, but also related to the micro level of each employee's personal interests, in order to effectively coordinate and lead the company's performance management work, specifically set up by the company's senior leaders of the Performance Management Committee, and clearly defined the position of the Performance Management Committee, that is, the company's board of directors is responsible for, and at the same time, clearly defined the main responsibilities of the Performance Management Committee. The main responsibilities of the performance management committee and the specific working mechanism are clearly defined, which provides a strong organizational guarantee for the company to promote the performance management work next.
4, the development of performance rules to ensure the effective operation of the system in order to ensure the effective implementation of the overall performance of the work, the human resources center led the development of the company's performance management implementation details, and from the long-term considerations of the company's performance to distinguish between organizational performance and employee performance, while drawing on the company's senior management on the performance management work of the guidance, and ultimately the implementation of the final implementation of the rules to get the signing of approval to determine the performance management through the implementation of the rules to make clear the overall performance management. Implementing rules, from the overall clear departments, all levels in the company's overall performance system in the responsibility, clear the company's various levels in the performance management work of the specific assessment of attribution, clear performance management work of the specific operating procedures, clear performance assessment results in the application of human resources management work for the company's performance management work provides the basis for the implementation of performance management work to ensure that the performance system is effectively run.
5, rich performance system, the development of probationary assessment program from the work of the actual point of view, performance assessment can be divided into the probationary period of investigation and formal post assessment, each with a different focus, in order to enrich the performance management system, effective assessment of probationary employees and job competence match for the company to make a scientific decision on hiring in the human resources center under the leadership of the leadership of the company and combined with the relevant induction training work, completed a new employee probationary assessment program. The company's new employee probationary period assessment program, a clear examination of new employees during the probationary period of the standard and the relevant operating procedures, specifically for the learning of corporate culture, mastery of brand knowledge, professional knowledge, work attitude and performance, the results of the work embodied in a veto on matters such as the six aspects of the.
Second, the performance of the implementation of the work
1, the development of performance indicators, a clear focus on the main points of the work of the performance indicators of the intention of the work of the goal of tracking, according to the company's annual performance objectives and focus on the main points of concern and combined with the core job duties of each position, the development of the relevant performance appraisal indexes, the director level from the key performance, functional fulfillment and veto item Three dimensions of the assessment, ordinary employees from the key job responsibilities and key competency qualities of the two dimensions of the assessment, each focusing on the same time taking into account the periphery and upstream and downstream collaboration.
2, communication to determine the indicators, to reach an agreement on the assessment standard job levels are different, the performance management of the attribution is also different, the human resources center of the proposed performance indicators to reach a consensus, respectively, with the company's senior and part of the person in charge of the discussion to agree on the director level of the division by the company's top management and the head of the division to determine and ultimately communicate with the person being assessed to reach an agreement on the communication in the department in charge of reaching an agreement on the assessment standard, after reaching an agreement on management. After the person in charge of the department reached agreement on the assessment standard, the ordinary employees of the management center were communicated by the department heads and their subordinate employees and finally reached agreement. Through the efforts of many parties and repeated communication, the final formation of the company's various levels, each position assessment standards, and the initial formation of the company's performance appraisal index library.
3, the implementation of stratified promotion, reasonable control of the pace of progress due to the company's performance atmosphere is not strong, especially the role of the department heads of performance management tools and understanding is not the same, in order to reasonably control the pace of progress, the true realization of the purpose of performance management, according to the unified deployment of the Performance Management Committee, under the leadership of the Human Resources Center, performance management work stratified, step by step, in different situations. Business director level quarterly simulation, when conditions are ripe for the pilot, and ultimately implemented according to the company's requirements; management center staff performance to carry out a certain basis, so the actual examination by the month, and performance pay is linked, and has basically been on track; logistics center warehousing department has never been assessed, so the performance of the understanding of the weaker, is currently mainly from the work performance and work attitude assessment, and secondary quantification of the corresponding indicators, and the performance of the performance management system, the performance management system. And the corresponding indicators for the second quantitative, in order to strengthen the assessment of targeted, in general, the current performance to promote the rhythm of reasonable control.
4, stage work review, summarize and improve the problems summarize the past, improve the future is the fundamental requirement of performance management work, through the direct tracking of the performance appraisal work at all levels, the use of the PDCA cycle to summarize and improve the method of the end of the quarter in the human resources center within the performance of the work of the stage review, to improve the assessment of the design of the indicators of the problems, and at the same time on the appraisal process to discover the problems of other departments to provide positive feedback. At the same time, the appraisal process found in other departments to actively feedback and assist in the improvement of the problems, when the time is ripe to expand the scope of the performance phase review, under the leadership of the Performance Management Committee to focus on solving the problem of organizational performance feedback and improvement.
5, explore incentives to enhance performance incentives for the current director-level performance appraisal linked to the missing items and some department heads reflect the lack of performance incentives, under the leadership of the head of the Human Resources Center, we are actively exploring incentives for the company, and strive to improve performance incentives, and combined with the annual payroll adjustment opportunity to complete the annual salary adjustment and performance linked to the design, the implementation of this program will largely solve the problem of the director's performance linked to the implementation of this program will be a great solution to the performance of the director's work. The implementation of this program will be a big part of the solution to the director of the performance of the missing items linked to the lack of incentives and incentives.
Third, there are problems
1, the high-level follow-up attention is not enough a lot of basic preparatory work has been basically completed, the company's senior management has also given a lot of time and advice to support the follow-up work due to some other reasons for the high-level attention is not enough, but the performance management work involves the company's overall situation, leaving the high-level attention will lead to increased difficulty in promoting. But the performance management work involves the whole company, leaving the attention of the top will lead to the promotion of more difficult.
2, supporting the support system is not perfect enough performance system can not operate properly without the effective support of other supporting systems, but the company's current budget system is not perfect, some of the important indicators can not be implemented (for example, costs), the data support system is not stable enough, and some of the data are fighting with each other (for example, the MA yield), can not see the annual work plan of the various departments, leading to difficulties in understanding the departmental work focus changes (for example, the new production), the work of the department is not stable enough, the data support system is not stable enough. Changes in the focus of work (eg, new store plans, new product plans, etc.), so it will inevitably reduce the effect of performance management work.
3, a few departments of the performance of the understanding is not deep enough individual departments are still stuck in the performance management is the Ministry of Human Resources on the understanding that the Ministry of Human Resources to do the work, feel that the performance appraisal of the work of the cumbersome, just want to give a total score (such as, logistics centers), which is in fact the management of laziness and the lack of managerial responsibility of the performance of the performance appraisal of the individual departments that the performance appraisal is a deduction of money, and therefore worried about the impact on the mood of the employees, in the assessment results are Employee sentiment, in the assessment results are given full marks, "peace of mind, to please the staff" (such as, financial center), which in fact violates the performance management "to help employees grow to achieve the ultimate goal of corporate goals," the substance is not conducive to the growth of employees.
4, the application of assessment results is relatively single at present, the results of the performance appraisal is mainly used in the performance of wage accounting, and job promotion, annual salary adjustment is not very relevant, for the appraisal of the existence of the problem of training to improve the work has not yet been carried out, and the relationship with employee relations management is not clear, and the linkage with the recruitment system has not yet been established.
5, pay and performance system is not enough to match the pay and performance is an important part of the incentive system and rely on each other, the need for seamless docking and match each other, the current part of the tier pay range is large, but the corresponding amount of pay for performance is constant, which may lead to pay in the high level of employees do not attach enough importance to the performance of the impact of incentives.
Four, performance work improvement recommendations
Promote training, enhance the performance of awareness of the company hope that the company can organize performance management training, deepen the company's employees, especially managers at all levels of performance management work awareness.