季度英文自我評價（通用7篇）

季度英文自我評價 篇1

　　To do a mechanic, to deal with their work to understand a clear, familiar and skilled in their own work. Have all the machines and equipment to understand, but also have the ability to respond to failure, deal with the equipment may occur at any time failure. To meet the needs of the production schedule, our unit of equipment, although the new equipment, but also frequent failures, such as machine washing machine, no major problems, minor problems in the maintenance process, and gradually improve the machine cleaning Machine awareness, so that small problems can be dealt with quickly, as well as liquid sandblasting machine, in use, there is always a failure to plug the nozzle, so that can not work, broken through the brain, after operator description Cause of the failure, my analysis, the glass beads used in diameter than in the past, and the specifications are not uniform, resulting in a blocked nozzle, after a bold improvement, increasing the nozzle aperture, the liquid blasting machine is normal work ,

　　The tunnel cleaning machine, always produces the transmission chain does not move, before the adjustment of friction, you can, but once, how to adjust the friction, does not work, after analysis, that the friction coefficient is not enough, Found, and sure enough inside the oil, after careful cleaning, remove the oil, everything is normal, and so a series of maintenance work, we must understand the principle of equipment in order to good maintenance, which is my years of experience in maintenance , I do not understand, I have to try to study, once understood, they suddenly realized, looks complicated, as long as understand, it will be simple, I not only bear the equipment maintenance work, but also completed a lot of tooling Production, for example, several engine-based experimental bench design, mobile engine racks, and so on dozens of pieces, this year we re-manufacturing engine varieties increased a lot, not before these test benches, the workshop down

　　The task, we immediately accept, and actively to complete, from conception, to the leadership through the design intent, and then cutting the welding, production, and so on, until the engine is placed, commissioning, delivery, each engine model Of the experiment to go through our first course, like the troops did not move for the first horse, when the civil servants of the various engines in the production of my bench to test, I feel very honored, thank the leadership to me Such a platform, but also feel the work of their labor and excitement, but also for the development of our manufacturing pride, but these will make me work harder, modest and prudent to learn from others, as far as possible to improve their ability to work , So that their own positions in the play to the greatest effect, faster and more efficient to complete their own work, but also enable us to get the maximum benefit units, so that my work and the harvest of workers can achieve a balance , So I am more motivated, more confident work.

　　And other colleagues of interpersonal relationships is also important, because a person's ability is limited, the success of each thing is by the collective wisdom, and colleagues together is the successful completion of leadership to the work of the premise, which It is not just work, but also in daily life. So it is not only personal but also a duty to work together. I have a good relationship with my colleagues. I often help each other because I only have one mechanic. There is a power maintenance workers, a good relationship, and I work with all my colleagues, I have great respect at work, mutual cooperation, is to improve a lot of efficiency, for example, in the oil depot anti-theft window, the test station Door, in the production of sandblasting between the asbestos roof when the rain, give sandblasting between the welding air pressure pipe, we collectively work together, mutual cooperation, active, so that the task is completed very quickly, and this is the power of unity , To play the power of everyone in order to make work progress faster. I deeply understand.

　　In the repair of the old and waste conservation, but also everywhere carefully, in the production of rain roof, with the waste angle, in the welding air pressure pipe, the use of the waste plant threading pipe,

季度英文自我評價 篇2

　　Blink of an eye, six months later. Over the past six months, I have successfully transitioned from one student to one of China Mobile's employees. Six months ago, China Mobile chose me, but also I chose China Mobile. From the company into the day, I continue to warn myself that they must be "high standards and strict requirements." Facts have proved that in this very substantial months, I was hard and happy, a great harvest,

　　Sentiment deep. More importantly, I am proud of my ability to work in such a fast paced, efficient, vibrant and dynamic business.

　　Recalling the past few months, I mainly do the following work:

　　First, in the second half of the main work

　　(A) the Office of the internship work

　　Mobile Office is a mobile company directly to customers of a window, where the staff is the mobile front-line staff, dealing directly with customers, directly on behalf of the mobile image. In more than two months of the operating room front desk internship, I not only see the front desk staff work seriously and the passion of life, but also feel the kind of home company with a strong sense of responsibility and a sense of belonging. In particular, I not only on the front of the business process with the most basic familiar with, but also on the front desk staff have a more comprehensive and in-depth understanding. Business, in addition to the normal charges, for business and other work, the reception of users, coordination, resolve contradictions, counseling, complaints and other complaints also play an important role; salesperson duties, high level of business and coordination of work, Strong sense of responsibility, modest working attitude, the spirit of team operations, service enthusiasm is the measure of the basic principles of excellent front desk staff. Which are reflected in China Mobile what kind of employees.

　　The rise of perceptual knowledge to rational knowledge is the further sublimation of epistemology. Therefore, after a period of internship in the front, according to company arrangements, we participated in the provincial company new staff of the fourth training. The training activities, although not a long time, only ten days, but rich in content and form of flexibility. Both theoretical study, but also to develop training. Especially in the leadership lectures, the introduction of "China Mobile needs what kind of staff", let me remember:

　　1, a strong sense of innovation;

　　2, the spirit of hard work;

　　3, the pursuit of perfection;

　　4, modest and prudent attitude.

　　Thus, only we move every employee to play an innovative subjective initiative, and pay attention to the bit by bit from our side, the real play to their combat effectiveness, in order to make the company and society should contribute. In the scorching sun in deep Nanshan Lake expansion training base, and colleagues surmount, make me understand the team fighting is all-powerful - "as long as the victory over yourself, you win the life."

季度英文自我評價 篇3

　　Since joining the civil service, a glorious national civil servants, I diligent and hard work, hard work, strict demands on themselves, in the leadership of care and the help of colleagues, through their tireless efforts to better complete the work task. Self-identification is as follows:

　　Work: obedience arrangements, a serious and responsible, practical work hard, stress practical results. Everything active, difficulties and strive to become a vanguard, not afraid of suffering, not afraid of tired. Life: thrift, love public property, pay attention to health, love of labor, strict self-discipline, honesty and trustworthiness, indifferent to fame and fortune, helping others, respect for leadership, unity of colleagues, well-behaved, generous and pay attention to maintaining the image.

　　Ideological and political aspects: the positive progress of thinking, higher political consciousness, and always maintain the advanced nature and purity of the party members, dare to fight with a variety of reactionary ideas. Emancipating the mind, seeking truth from facts, advancing with the times, be able to dialectical, rational view of things and problems, before and after the event always keep a clear head. Love the motherland, love the people, adhere to the four basic principles, resolutely support the leadership of the Chinese Communist Party, and actively respond to the call of the party, the cause of the party is full of confidence.

　　Civil service is to serve the people wholeheartedly, with this conviction, I firmly believe that in my life on the road will be more fulfilling and happy.

季度英文自我評價 篇4

　　First, the ideological and political aspects: always adhere to Marxism-Leninism, Mao Zedong Thought, Deng Xiaoping Theory and the important thought of "Three Represents" to guide their actions. Love the motherland, love the people, always for the interests of the people as their relentless pursuit of life, and always maintain the Communist Party of the noble feelings and good character.

　　Second, the learning areas: conscientiously study the legal knowledge and related work and business knowledge, combined with the actual characteristics of their work focus on learning "the People's Republic of China Public Security Administration Punishment Law", "Criminal Law", "public security organs for administrative cases" In accordance with the relevant laws and regulations, and in combination with their own in the document writing and document processing, computer knowledge deficiencies, targeted study of document writing and document processing and computer knowledge, through learning, to further enhance the legal awareness , Legal concepts and improve their ability to work.

　　Third, in the work, conscientiously collect the information, comprehensive and accurate understanding of the various aspects of the work of the situation, analysis of the main problems, summarize the work experience, timely reporting to the leadership, so that the leadership as comprehensive and accurate To understand and grasp the recent work of the actual situation, to solve the problem to make scientific and correct decision-making.

　　Fourth, the life: thrift, love public property, strict self-discipline, honesty and trustworthiness, helping others, respect for leadership, unity of colleagues, always maintain a good image of the people's police.

　　In the future, I must study hard, work hard, do a qualified civil servants, for building a moderately prosperous society and building a harmonious society to make its own contribution!

季度英文自我評價 篇5

　　August 5, morning I and the town of agricultural service center Chen Kunze, Chen Dingji three together, in order to allow agricultural science and technology into the village service to the home. Under the correct instructions of the town leaders, we went into the fields of farmers to understand the growth of rice and pests and diseases, some of the village of rice pests and diseases is obviously relatively serious. After we understand these situations, please consult the town leaders, through the instructions of the town leaders. We today to some of the rice pest control drugs to the mountain town of the most difficult to walk and remote Creek Tsai village committee, and then a village group of services that we will be the town of agricultural science and technology 110 village for the villagers to solve rice diseases and pests questionable. In the process of our service, some villagers through our careful explanation to understand, some villagers still do not understand, do not believe that our explanation and the use of drugs is real and effective.

　　The villagers of these concerns is understandable, because the villagers are relying on rice to eat, if they did not eat. But we are patiently slowly to the villagers to explain: First, "what drugs to fight what pests and diseases," such as: Insect mainly play rice leaf roller; Jinggangmycin a main control rice sheath blight; buprofezin mainly rice Rice planthoppers, aphids, leafhoppers. 2, "how to prepare to fight pests and diseases," such as: the simple method of use is to pack 2 packets of Jinggangmycin a, a bag of lice, 4 small red potassium Wang fat, with four equal parts of the water completely dissolved evenly, and then 4 equal parts of the drug is divided into 4 sprayer and then insect insect cap amount of 3 bottles per bottle of sprayer insecticide spirit water and then fill the water can be used, and 4 sprayer water can hit an acre of rice.

　　These are our Comrade Chen Kunze through their own rice cultivation trial out of the valuable experience. Like we have been busy in the afternoon, in order to allow the villagers to increase rice in the back when the plant is also collected several strains of pests and diseases of rice to give expert identification, diagnosis, this will be able to more accurately prescribe the right medicine to better serve the villagers.

　　During this period, through door to door visits to verify, but also found some problems, some pigs are not equipped with immune markers. The reasons for these problems are: 1, the broad masses of the lack of knowledge of animal epidemic prevention; 2, relative propaganda is not enough; 3, the masses do not have a relative change in thinking. I personally think that to solve these problems should strengthen the masses of the animal epidemic prevention knowledge of propaganda, so that people can understand the benefits of animal epidemic prevention, and then slowly

季度英文自我評價 篇6

　　In many enterprises performance appraisal, there is a "staff self-assessment" link, which is the first employee of their performance in the assessment period, and then submitted to the direct superior to adjust, and finally draw the employee's performance scores. In the use of direct superior performance evaluation system, the purpose of employee self-assessment is nothing more than two: 1, the fastest quantitative data sources can be quantified; 2, reflects the staff participation in performance appraisal; However, if the assessment of employees Assessment without a clear understanding of it, it will lead to significant deviation of the assessment results, or even failure. We know that the performance appraisal may be a variety of errors, such as the different leaders of different personal scales, the average tendency, etc., then the self-assessment link, which led to the factors that lead to errors it?

　　First, the personality of each person is different from the self-assessment scale is very different. For example, some employees self-confidence, their own evaluation of high, some people feel inferior, their evaluation on the low side. In addition, some people pursue perfection, strict requirements on their own, and some others have passed, these two categories of people to their own scale certainly different. Also, some old employees of the company and colleagues know very clearly, scoring when its capability, and new employees do not know other people's shallow depth, to their scoring when there is not much reference to speak of.

　　Second, psychological research shows that most people are overconfident."Do not make a normal fool," an example of this book mentioned that we often hear a lot of people say that they "not on the phase", that is, according to the photos did not look good. In fact, the photo is an objective reflection of our appearance, and each of us in the mirror when it will be special (and may be unconscious or habitual) to choose the best angle, that is more than a layer of subjective Factors in it, which led to our look in the mirror look better than the photos. So in fact, the staff part of the self-assessment on the provision of such a "mirror" to our staff to the beauty, this error which is self-evident.

　　Third, the staff self-assessment of the score, the assessment will do a great impact on the scoring. Have the experience of "bargain" people know that if you see the stall on a package, and my heart that probably worth 100, but the mouth asking price, the boss said 500, if you really want this package, bigMost people only dare to 300 or 400 pieces to cut. This is the so-called "anchor effect", the negotiation inside the "first offer, without anger in each other's situation, the higher the better" is the meaning, because the first bid will greatly grasp the initiative, so that the other psychological expectationsResulting in great changes. Employee self-assessment actually gave the examiner a chance to take the lead in the bidder, and whether the assessment due to face or other considerations, are likely to be the "quote" effect, so that the assessment results error. We in the actual work of human resources, but also did find this phenomenon, a company several departments staff performance appraisal scores, without exception, no less than its self-rated scores.

　　Based on the above analysis, we will find that the department leaders get the self-evaluation scores mixed with too many subjective factors, so that can not be filtered through technical means, and this score will have a great impact on the assessment; Confident employees have a high score, and sometimes due to the need for mandatory distribution, those who require their own strict, scoring low staff has become a victim, because their scoring low, the final score is difficult to be brought up leadership. In the assessment of the indicators can not quantify the more components, or different departments in different parts of the work of employees, the lack of uniform measure of the time, this situation is particularly serious.

　　So, companies in the performance evaluation of the actual operation, how to solve these problems I mentioned above? Many people may be from the "increase the proportion of quantifiable indicators," "to strengthen the assessment and assessment of those who training, But in practice, it will only increase the workload and complexity of performance appraisal, implementation easier said than done? In fact, just look back to see the implementation of the two purposes of self-evaluation .Self-evaluation and implementation of self-evaluation, , We will find a simple solution: the relatively objective quantifiable indicators, the implementation of "employee self-evaluation", while maintaining a "fast data source" - in fact only data sources, but also embodied in the form "Employee participation"; and not to quantify the subjective evaluation of indicators, the assessment by the direct scoring, do not give employees self-evaluation (and thus in this link error) opportunity.

　　We know that performance appraisal in human resources work is a huge project, the implementation of the highest cost, companies should seize the main contradiction, step by step, and in the initial stage, but not for the form of trapped. So is slightly Jun policy for some enterprises initially set up performance management system, simply cancel the self-evaluation session, thus avoiding the link error, but also to a certain extent reduce the workload and complexity of the assessment for the next Step smooth implementation of the well prepared.

　　Of course, the front said that the main business in the initial stage of performance management situation. When companies meet the following conditions: First, the implementation of the more smooth performance management, implementation costs can be effectively controlled; Second, the formation of a good performance within the company culture, we understand the performance management is more uniform, their own evaluation More objective; Third, the department leaders generally have a clear understanding of the lower levels and independent judgments; we can think that enterprises have entered the advanced stage. At this point to carry out a real staff self-assessment, it will further mobilize the enthusiasm of employees and the importance of performance, thus forming a virtuous circle of performance management.

　　In summary, the core issue of employee self-evaluation, not how to do a good job, but when to engage in, when should not engage in the problem. It is necessary to distinguish the stage of development of enterprise performance management and select the key points that should be solved at each stage, and will not achieve the multiplier effect without being trapped in form. From the initial stage of performance management to the advanced stage, each enterprise has a long way to go, and this process can not be achieved overnight.

季度英文自我評價 篇7

　　In many enterprises performance appraisal, there is a "staff self-assessment" link, which is the first employee of their performance in the assessment period, and then submitted to the direct superior to adjust, and finally draw the employee's performance scores. In the use of direct superior performance evaluation system, the purpose of employee self-assessment is nothing more than two: 1, the fastest quantitative data sources can be quantified; 2, reflects the staff participation in performance appraisal; However, if the assessment of employees Assessment without a clear understanding of it, it will lead to significant deviation of the assessment results, or even failure. We know that the performance appraisal may be a variety of errors, such as the different leaders of different personal scales, the average tendency, etc., then the self-assessment link, which led to the factors that lead to errors it?

　　First, the personality of each person is different from the self-assessment scale is very different. For example, some employees self-confidence, their own evaluation of high, some people feel inferior, their evaluation on the low side. In addition, some people pursue perfection, strict requirements on their own, and some others have passed, these two categories of people to their own scale certainly different. Also, some old employees of the company and colleagues know very clearly, scoring when its capability, and new employees do not know other people's shallow depth, to their scoring when there is not much reference to speak of.

　　Second, psychological research shows that most people are overconfident."Do not make a normal fool," an example of this book mentioned that we often hear a lot of people say that they "not on the phase", that is, according to the photos did not look good. In fact, the photo is an objective reflection of our appearance, and each of us in the mirror when it will be special (and may be unconscious or habitual) to choose the best angle, that is more than a layer of subjective Factors in it, which led to our look in the mirror look better than the photos. So in fact, the staff part of the self-assessment on the provision of such a "mirror" to our staff to the beauty, this error which is self-evident.

　　Third, the staff self-assessment of the score, the assessment will do a great impact on the scoring. Have the experience of "bargain" people know that if you see the stall on a package, and my heart that probably worth 100, but the mouth asking price, the boss said 500, if you really want this package, bigMost people only dare to 300 or 400 pieces to cut. This is the so-called "anchor effect", the negotiation inside the "first offer, without anger in each other's situation, the higher the better" is the meaning, because the first bid will greatly grasp the initiative, so that the other psychological expectationsResulting in great changes. Employee self-assessment actually gave the examiner a chance to take the lead in the bidder, and whether the assessment due to face or other considerations, are likely to be the "quote" effect, so that the assessment results error. We in the actual work of human resources, but also did find this phenomenon, a company several departments staff performance appraisal scores, without exception, no less than its self-rated scores.

　　Based on the above analysis, we will find that the department leaders get the self-evaluation scores mixed with too many subjective factors, so that can not be filtered through technical means, and this score will have a great impact on the assessment; Confident employees have a high score, and sometimes due to the need for mandatory distribution, those who require their own strict, scoring low staff has become a victim, because their scoring low, the final score is difficult to be brought up leadership. In the assessment of the indicators can not quantify the more components, or different departments in different parts of the work of employees, the lack of uniform measure of the time, this situation is particularly serious.

　　So, companies in the performance evaluation of the actual operation, how to solve these problems I mentioned above? Many people may be from the "increase the proportion of quantifiable indicators," "to strengthen the assessment and assessment of those who training, But in practice, it will only increase the workload and complexity of performance appraisal, implementation easier said than done? In fact, just look back to see the implementation of the two purposes of self-evaluation .Self-evaluation and implementation of self-evaluation, , We will find a simple solution: the relatively objective quantifiable indicators, the implementation of "employee self-evaluation", while maintaining a "fast data source" - in fact only data sources, but also embodied in the form "Employee participation"; and not to quantify the subjective evaluation of indicators, the assessment by the direct scoring, do not give employees self-evaluation (and thus in this link error) opportunity.

　　We know that performance appraisal in human resources work is a huge project, the implementation of the highest cost, companies should seize the main contradiction, step by step, and in the initial stage, but not for the form of trapped. So is slightly Jun policy for some enterprises initially set up performance management system, simply cancel the self-evaluation session, thus avoiding the link error, but also to a certain extent reduce the workload and complexity of the assessment for the next Step smooth implementation of the well prepared.

　　Of course, the front said that the main business in the initial stage of performance management situation. When companies meet the following conditions: First, the implementation of the more smooth performance management, implementation costs can be effectively controlled; Second, the formation of a good performance within the company culture, we understand the performance management is more uniform, their own evaluation More objective; Third, the department leaders generally have a clear understanding of the lower levels and independent judgments; we can think that enterprises have entered the advanced stage. At this point to carry out a real staff self-assessment, it will further mobilize the enthusiasm of employees and the importance of performance, thus forming a virtuous circle of performance management.

　　In summary, the core issue of employee self-evaluation, not how to do a good job, but when to engage in, when should not engage in the problem. It is necessary to distinguish the stage of development of enterprise performance management and select the key points that should be solved at each stage, and will not achieve the multiplier effect without being trapped in form. From the initial stage of performance management to the advanced stage, each enterprise has a long way to go, and this process can not be achieved overnight.