A公司员工绩效考核体系改进研究的中期报告.docxVIP

A公司员工绩效考核体系改进研究的中期报告 尊敬的领导： 我们的团队正在研究A公司员工绩效考核体系的改进方案，现在向您提交中期报告。 一、研究目的 我们旨在通过研究现有的员工绩效考核体系，找出问题所在，从而提出改进方案，以达到更科学、合理、公正的考核标准。 二、研究方法 我们采用了访谈、问卷调查等方法，对公司的领导、部门经理、普通员工、HR等人员进行了调研，了解了公司的现有考核体系的具体情况及其存在的问题点。 三、初步结果 经过调查研究，我们发现A公司的员工绩效考核存在以下问题： 1.目标设置缺乏科学性：现有的目标设置方式缺乏科学性，大多以时间和数量为导向，缺乏针对性和可衡量性。 2.评价标准不公正：评价标准不够客观，较少考虑到员工的实际工作内容和职责范围，导致评价结果不公正。 3.反馈方式不及时：绩效考核结果反馈方式单一，缺乏及时完整的反馈机制，无法充分了解员工的实际表现和工作进展情况。 四、下一步计划 我们会在问题分析基础上，提出科学的改进方案，以期达到科学、合理、公正的考核标准。在此，我们向领导承诺，完善A公司的员工绩效考核体系，使之更加合理、公正、科学。 此致 礼敬！ 敬礼！ 参考翻译： Dear leaders, Our team is researching the improvement plan of the employee performance evaluation system of Company A. We are submitting a mid-term report to you now. I. Research objectives: We aim to identify the problems in the existing employee performance evaluation system through research and propose an improvement plan to achieve more scientific, reasonable, and fair evaluation standards. II. Research methods: We adopt methods such as interviews and questionnaires to investigate the leaders, department managers, ordinary employees, HR, and other personnel of the company to understand the specific situation of the companys existing evaluation system and its problems. III. Preliminary results: Through investigation and research, we found the following problems in the Company As employee performance evaluation: 1. Lack of scientific goal setting: The existing goal setting method lacks scientificity, mostly oriented towards time and quantity, lacks targeting and measurability. 2. Unfair evaluation standards: The evaluation standard is not objective enough, which considers less the actual work content and scope of responsibilities of employees, resulting in unfair evaluation results. 3. Inadequate feedback: The performance evaluation result feedback method is single and lacks a timely and complete feedback mechanism, making it impossible to fully understand the actual performance and work progress of employees. IV. Next Step Plan: We will propose a scientific improvemen