商务英语阅读下册Unit.ppt

,单击此处编辑母版标题样式,单击此处编辑母版文本样式,第二级,第三级,第四级,第五级,*,*,单击此处编辑母版标题样式,单击此处编辑母版文本样式,第二级,第三级,第四级,第五级,*,*,单击此处编辑母版标题样式,单击此处编辑母版文本样式,第二级,第三级,第四级,第五级,*,*,单击此处编辑母版标题样式,单击此处编辑母版文本样式,第二级,第三级,第四级,第五级,*,*,单击此处编辑母版标题样式,单击此处编辑母版文本样式,第二级,第三级,第四级,第五级,*,*,单击此处编辑母版标题样式,单击此处编辑母版文本样式,第二级,第三级,第四级,第五级,*,*,单击此处编辑母版标题样式,单击此处编辑母版文本样式,第二级,第三级,第四级,第五级,*,*,单击此处编辑母版标题样式,单击此处编辑母版文本样式,第二级,第三级,第四级,第五级,*,*,Unit Two,Teaching Objectives,了解绩效考核的本质,了解绩效考核的重要性,了解绩效考核的步骤,Teaching Emphases,performance evaluation,feedback,monitor,put on the back burner,role-playing sessions,communication skills,customer-service,disciplinary procedures,termination procedures,Content,Text,Fast Reading I,Fast Reading II,P,erformance evaluations,which provide employers with an opportunity to,assess,their employees contributions to the organization,are essential to develop a powerful work team.Yet in some practices,physicians and practice managers,put performance evaluations on the back burner,often because of the time involved and the difficulties of valuating employees with whom they work closely.The benefits of performance evaluations,outweigh,these challenges,though.When done as part of a,performance evaluation system,that includes a standard evaluation form,standard performance measures,guidelines for delivering feedback,and disciplinary procedures,performance evaluations can,enforce,the acceptable boundaries of performance,promote,staff recognition and effective communication and motivate individuals to do their best for themselves and the practice.,The primary goals of a performance evaluation system are to provide an,equitable,measurement of an employees contribution to the workforce,produce accurate appraisal documentation to protect both the employee and employer,and obtain a high level of quality and quantity in the work produced.If you are considering creating a performance evaluation system in your practice,please follow these five steps:,Develop an evaluation form.,Performance evaluations should be conducted fairly,consistently and objectively to protect your employees interests and to protect your practice from,legal liability,.One way to ensure consistency is to use a standard evaluation form for each evaluation.The form you use should focus only on the essential job performance areas.Limiting these areas of focus makes the assessment more meaningful and relevant and allows you and the employees to address the issues that matter most.You dont need to cover every detail of an employees performance in an evaluation.,Identify performance measures.,Standard performance measures,which allow you to evaluate an employees job performance objectively,can,cut down on,the amount of time and stress involved in filling out the evaluation form.Although developing these measures can be one of the more time-consuming parts of creating a performance evaluation system,its also one of the most powerful.,Standard performance measures can even objectively measure some of the more,subjective,job performance areas,such as work habits.For example,you can establish an objective measure for attendance by defining the acceptable number of times an employee can be tardy or absent during a specific time frame.,However,standard performance measures dont always work for other subjective areas,such as attitude.In these cases,its still important to be as,objective,as possible in your evaluation.Dont attempt to describe attitude,for instance;instead,describe the employees behavior,which is what conveys the attitude,and the consequences of that behavior for the practice.,Set guidelines for,feedback,.,Feedback is what performance evaluations are all about.So before you implement your performance evaluation system,make sure that everyone who will be conducting evaluations knows what kind of feedback to give,how to give it and how to get it from the employee in return.,Encourage feedback from the employee.,After youve discussed the results of the evaluation with the employee,encourage him or her to give you some non-defensive feedback.Ask the employee whether he or she agrees with your assessment,and/or invite suggestions for improvement.,Create,disciplinary,and,termination procedures,.,In some cases,even after a thorough performance evaluation and a discussion of expected improvements,an employee will continue to perform poorly.You need to be prepared to handle such a situation by having well-defined,written disciplinary and termination procedures in place.These procedures should outline the actions that will be taken when performance deteriorates-a verbal warning,a written warning if there is no improvement or a recurrence,and termination if the situation is not ultimately resolved.,Set an evaluation schedule.,Once youve built your performance evaluation system-the evaluation form,the performance measures,the feedback guidelines and the disciplinary procedures-you just need to decide when to conduct the performance evaluations.Some practices do all employee evaluations at the same time of year,while others conduct them within 30 days of each employees anniversary of employment(the latter may work better since it spreads the work of the evaluations out for employer and employee).,A performance evaluation system should be a key component of your practice structure.When implemented effectively,it,ensures,fairness and accountability,promotes growth and development and encourages a sense of pride in your employees contributions to the practice.,Language points,performance evaluation,绩效考核是绩效管理的一个阶段，一个环节。是对员工一段时间的工作、绩效目标等进行考核，是前段时间的工作总结，同时考核结果为相关人事决策（晋升、解雇、加薪、奖金）、绩效管理体系的完善和提高等提供依据,。,UP,PREV.,NEXT,Language points,put on the back burner,我们经常说做事要看轻重缓急，有的时候不得不把正在做的事或计划要做的事先搁置一边。美国人把这叫做：,to put on the back burner,。,Back,就是后边，而,burner,在这儿的是指做饭的炉子。美国的厨房里，炉台上一般都有四个炉口，前面两个，后面两个。人们往往把很快能煮好的东西放在前面炉子上煮，把一些要慢慢煮的东西放在后面的炉子上。这就是,to put on the back burner,这个俗语的来源。,UP,PREV.,NEXT,Language points,outweigh,-vt.to be greater or more important than something,优于,胜过,较,重要,e.g.1.The advantages of the scheme outweigh its disadvantages.,该方案的优点超过缺点。,2.With him,honesty outweighs wealth.,对他来说,诚实较财富更重要。,UP,PREV.,NEXT,Language points,performance evaluation system,绩效考核体系。包括标准的考核表格，标准的考核措施，反馈意见的指导方针和纪律程序等几个方面。,UP,PREV.,NEXT,Language points,enforce,-,vt.,to make sure that people obey a particular law or rule,实施,施行,e.g.1.enforce a law,执行法律,2.Do the policemen here enforce traffic rules strictly?,这里的警察严格执行交通规则吗？,UP,PREV.,NEXT,Language points,promote,-,vt,.to help sth happen or develop,促进；推动,e.g.1.A fair competition can promote trade.,公平竞争能促进贸易的发展。,2.Kindness promotes peace.,亲切的行为可以促进和睦。,UP,PREV.,NEXT,Language points,legal liability,法律责任。指因违反了法定义务或契约义务，或不当行使法律权利、权力所产生的，由行为人承担的不利后果。就其性质而言，法律关系可以分为法律上的功利关系和法律上的道义关系，与此相适应，法律责任方式也可以分为补偿性方式和制裁性方式。,UP,PREV.,NEXT,Language points,cut down on,-to reduce the size,amount or number of something,削减，缩小（尺寸，数量或数目）,e.g.The doctor told him to cut down on drinking.,医生劝他少喝酒。,UP,PREV.,NEXT,Language points,subjective,-,adj.,based on your own ideas or opinions rather than the facts,主观,(,上,),的,;,想像的,e.g.a subjective test,主观测验,UP,PREV.,NEXT,Language points,feedback,绩效反馈。就是将绩效评价的结果反馈给被评估对象，并对被评估对象的行为产生影响。绩效反馈是绩效评估最关键的一环，能否达到绩效评估的预期目的，取决于绩效反馈的实施。,UP,PREV.,NEXT,Language points,role-playing sessions,角色扮演活动。一种有效的绩效管理手段。就是在绩效管理是实施之前企业最高管理者、人力资源经理、直线经理和员工这四种角色的划分。实践证明，角色划分成功与否是绩效管理能否有效实施的关键。角色划分正确了，实施起来就比较容易，没有划分角色或角色划分失败，绩效管理的实施的结果也将是失败的。,UP,PREV.,NEXT,Language points,customer-service,顾客服务。顾客服务又称客户服务，作为市场营销第五个因素的服务，从产品的整体概念中延伸出来，服务的对象及内容出现了新的变化。它不仅包括对现实顾客的服务，而且也包括对潜在顾客的服务；不仅要提高顾客的现实的（售后的）满意程度，还要提高预期的（售前的）满意程度。,UP,PREV.,NEXT,Language points,monitor,-,v.,to watch something or check something,监视，监控,e.g.1.Each students progress is closely monitored.,每一位学生的学习情况都受到密切的关注。,2.How do you monitor its progress?,你是怎样检验这个进程的呢？,UP,PREV.,NEXT,Language points,disciplinary procedures,违纪处理规程。根据绩效考核对违纪员工作出相应处理的规程，可达到奖罚分明的效果。,UP,PREV.,NEXT,Language points,termination procedures,合同终止规程。根据绩效考核对部分员工作出的终止劳动合同的规程。包括如何认定不符合公司录用条件，合同终止的赔偿金认定等方面。,UP,PREV.,NEXT,Language points,ensure,-,vt.,to make sure that sth happens or is definite,保证,;,确保,e.g.The agreement ensured a steady supply of oil.,该协定保证了石油的稳定供给。,UP,PREV.,NEXT,I.Answer the following questions based on the text.,1.How to develop an evaluation form?,The form you use should focus only on the essential job performance areas and you dont need to cover every detail of an employees performance in an evaluation,.,Reference,I.Answer the following questions based on the text.,2.What we should do if we want to use standard performance measures to measure attitudes?,Dont attempt to describe attitude,instead,describe the employees behavior,which is what conveys the attitude,and the consequences of that behavior for the practice.,Reference,I.Answer the following questions based on the text.,3.How to set an applicable feedback?,Give balanced feedback;Outline expectations for improvement;Encourage feedback from the employee.,Reference,I.Answer the following questions based on the text.,4.What is the difference between verbal warning and written warning?,The former should be given in private,with the behavior or reason for the discipline clearly stated while the latter is more standard,written and include more things.,Reference,I.Answer the following questions based on the text.,5.What is the use of evaluation schedule?,When implemented effectively,it ensures fairness and accountability,promotes growth and development and encourages a sense of pride in your employees contributions to the practice.,Reference,II.Read the following terms and match each with its proper definition.,1.,performance evaluation,2.,Outweigh,3.,feedback,4.,deteriorate,5.,Assessment,6.,time-consuming,7.,Deficiency,8.,employee,9.,Accountability,10.,procedure,a.,advice,criticism or information about how good or useful sth or sbs work is,b.,the opportunity for the employers to assess their employees contributions to the organization,c.,taking or needing a lot of time,d.,a person who is paid to work for sb,e.,a way of doing sth,the usual or correct way,f.,the responsibility for your decisions and actions,g.,to be greater or more important than something,h.,to become worse,i.,an opinion or judgment about sb/sth that has been thought about very carefully,j.,the state of not having or not having enough of,that is essential,1.,b,2.,g,3.,a,4.,h,5.,i,6.,c,7.,j,8.,d,9.,f,10.,e,III.Translate the following passage into Chinese.,Performance evaluations,which provide employers with an opportunity to assess their employees contributions to the organization,are essential to develop a powerful work team.Yet in some practices,physicians and practice managers put performance evaluations on the back burner,often because of the time involved and the difficulties of critiquing employees with whom they work closely.The benefits of performance evaluations outweigh these challenges,though.,绩效考核为公司的老板们提供了评估雇员们对公司所作贡献的机会，这对于发展一个强大的团队是非常必要的。但是在实际操作中，内科医生和实习经理却对此之置之不理，因为考核与他们一起工作的雇员实在是件费时费力的事情。虽然如此，绩效考核还是优点多于缺点的。,Reference,IV.Please put the following sentences into English.,绩效考核表是根据工作性质由人力资源部设计统一的表格,考核成绩由人力资源部存档，除各部门主管以上人员外，其他人员一概不得查阅。,年中考核、年度考核是指公司对全体员工在年中、年终的工作表现进行考核。,全面、客观、公正、公开、规范是五大核心理念。,绩效考核的目的是及时、公正地对员工过去一段时间的工作绩效进行评估。,1.The performance evaluation form is designed by the HR Department according to different kinds of job.,2.The HR Department will keep the everyones evaluation result.Only managers and supervisors can refer to the file.,3.Midyear or year performance evaluation means the company evaluates performance behaviors of employees during midyear or year-end.,4.,Entirety,impersonality,equity,open and standard are five key concepts.,5.The purpose of performance evaluation is to evaluate the past performance promptly and equitably.,Reference,Fast Reading I,New Strategies To Talk About Your Performance Evaluation With Your Boss,UP,PREV,.,NEXT,I,s your performance review just around the corner?Theres no need to panic-but now would be a good time to prepare.,At some companies,negative comments on performance reviews are uncommon,so anything thats not glowing is cause for concern.Other companies give every worker areas for improvement.,When you walk into your boss office for your performance review,you need a game plan.Documenting your accomplishments is a good starting point.But just as important,you need to know how to come out of the meeting with the information you need.,Experts offer these tips for handling this sometimes tricky conversation:,*Ask questions.,Always press for details,says Gail Ginder,an executive coach with the Claros Group.,If your boss says youre doing a great job,this could mean youre about to be promoted.It could also mean that your performance is just OK,but your boss didnt want to take the time to do a more thoughtful review.To find out which is the case,ask for details.What aspects of your performance stand out to your boss?,Asking questions becomes even more important when the review is negative.Often feedback is given without specifics,Ginder said.Ask for specific examples of times when your performance didnt meet expectations.Then ask,And what would great performance have looked like?What would you have wanted me to do in that situation?,*Tell your story.,If you disagree with your boss assessment of your performance,ask if you can tell your side of the story.,Say,I have a different perspective on this situation.Would you like to hear it?Ginder said.Make sure your tone of voice is not defensive.You want to make your boss curious,not annoyed,about what you have to say.Then explain,calmly,why you didnt make the choice your boss now says you should have.,Dont feel you need to give an explanation like this in every case,though.Its perfectly fine to say,I hadnt looked at it that way.Id like to try that next time,Ginder said.,*Play it by ear.,Its generally a good idea to discuss your future with your boss at your review.But if youre blindsided by criticism of your performance,it may be better to save that for another day.,Only have the big-picture discussion about where you want your career to go if your review is going well,said Janet Scarborough Civitelli,founder and president of Bridgeway Career Development,.,*Dont sweat the small stuff.,You dont have to explain or discuss every minor improvement your boss thinks you could make.,The key is to know when the issue is something that could put your job or promotion prospects at risk.Once again,the best way to find out is to ask.,Ginder suggests saying to your boss,I need a little perspective here.How serious is this?,I.Determine whether the following statements are True or False according to the text.Write“T”for true and“F”for false in the brackets.,1.()Employees need to worry about nothing except the negative review,which applies to every company.,2.()Details are unnecessary,so employees should avoid talking about them with the boss.,3.()Employees need to agree with the boss completely,for any disagreement will do harm to them.,4.()If employees disagree with the boss,they need to defend themsel