人力资源管理师二级考英文小作文.doc

Employee Self-Evaluation
Employee________Employee No。__________
Department_______Position___________
Start Date________Appraisal period_________
In preparation for your upcoming performance review on ________，consider the following question。 Bring this sheet to your appraisal meeting for discussion。
List the performance objectives you established at your last appraisal。 Indicate in the table whether you successfully achieved them， and comment on your satisfaction or dissatisfaction with you performance an results.
1. Are you performance goals reasonable and appropriate for you position？

2. Consider the strengths that enhance your job performance。
3. In what areas can you improve your job performance？
4. Do you feel that you need additional training？ What training would you find helpful？
5. What are your short-term career objectives？ How can you achieve them？
6. What are your long—term career objectives？ How can you achieve them？
7. If you could change your job or company policies， what changes would you suggest? How can we work together to improve the company？
8. Are there any other aspects of your job or the company that you would like to discuss？
Advantages and disadvantages of 360—degree feedback
360—degree feedback is a relatively new feature of performance management. There are some benefits resulted from using 360-degree feedback：
1. Individuals get a broader perspective of how they are perceived by others than previously possible.
2.Gaining acceptance of the principle of multiple stakeholders as a measure of performance。
3。Encouraging more open feedback new insights.
4.Provided a clearer picture to senior management of individual’s real worth。
5。Open up feedback and gives people a more rounded view of performance than they had previously。
6.Identifying key development areas for the individual, a department and the organization as a whole.
7. A rounded view of an individual's/team’s/the organization’s performance and what its stregths and weaknesses are.
8.It has raised the self—awareness of people managers of how they personally impact upon others—positively and negatively.
9。It si starting to improve the climate/morale， as measured through our employee opinion survey。
But there may be some problem。 These include：
1. People not giving frank or honest feedback；
2. People being put under stress in receiving or giving feedback;
3. Lack of action following feedback；
4. Over-reliance on technology;
5. Too much bureaucracy.
Employee Termination Letter
Dear Thomas：
It is with sincere regret that I must inform you that your employment at Addison Systems Inc. will be terminated as of December 31，2003.
As your know， the Downsizing Task Force delivered their report to the general manager in late December,2002。 Among the task force recommendations was the elimination of all temporary and contract positions. Since you occupy a temporary position, your position is automatically subject to the task force recommendations.
I would like to make it absolutely clear that in no way does your termination reflect that the company is in any way unhappy with your work performance over the past 12 months。 In fact， you have been highly regarded as one of our most productive contract staff。 Unfortunately， your and the other non—permanent staff that are being let go are simply a reflection of the general economic downturn over the past year.
In an effort to try to reduce the impact of this termination， the company has worked out a severance arrangement that will give you one week’s pay for every two months you worked beyond 12 months。 In your case this will amount to six（6） weeks of severance pay. In addition, your medical coverage will remain in effect until the end of the severance period. You will soon receive a letter from the Human Resources Department with all of the details on the severance package。
Thomas, Given your qualifications and proven abilities， I am confident that you will be able to find another position in the relatively near future。 If you would like， I would be pleased to write a recommendation letter for you， to help with your job search。
Sincerely
(Name) XXX
（Title） XXX
Job Description Questionnaire
Instructions: The following information will be used in designing a job description format. For many questions， you might want to leave a full page for an answer.
What is the job title？
In what department is the job located?
What is the title of the supervisor or manager to whom the jobholder must report？
Does the jobholder supervise other employee？ If so， give their job titles and a brief description of their responsibilities。 Position Supervised_________ Responsibilities___________
What are the working conditions？ List such items as noise， heat, outside work， and exposure to bad weather。
How much authority does the jobholder have in such matters as training or guiding other people?
How much education， experience and skill are required for satisfactory job performance？
At what stage si the jobholder’s work reviewed by the supervisor？
What machines or equipment is the jobholder responsible for operating？
If the jobholder makes a serious mistake or error in performing required duties， what would be the cost to management?
How to deal with technology
Technology has stepped into practically every aspect of an organization， impacting everything from processes to people。 This means that HR departments must work with their organizations to understand and anticipate these technological challenges and opportunities—the good, the bad and the unexpected。
But smart HR leader consider how technology trends impact the organization as a whole rather than just their own departments。 For example， if an organization pilots a new technology to reach customers in global markets never before explored， the HR leader needs to be in tune with the change to identify new requirements for HR as a result。 Perhaps this new reach will mean that the organization needs to change the competencies for positions in certain divisions， provide training for employees on cultural issues in the new country， or even hire expatriates to manage the process in the field。
Only when HR professionals are aware of the impact of trends in areas like technology can they lead the change to explore people management issues to ensure the best possible outcome and enable the HR profession reach its potential。
Recruitment post
Shanghai China-ma consulting management Co.,LTD， is an top-ten management consulting company of China， specializing in organization wisdom technology(OWT） and organization performance。 We have over 8 years consulting experience and serve for more than tens of listing companies！
Our services include strategy consulting; company culture building； knowledge management, Learning Organization building， Human resource management, marketing and IT Management basing on OWT。
For more information， Please see our websit：www.china—。 We are looking for talents for China—mc Management Consulting。 With these opportunities we are offering you an exciting career!
Chief management consultant (one people)
Responsibilities：
Taking charge for the whole work of company consulting service;
Developing company new service;
Developing and Training the new consultant；
Project management， delivery and team management ；
Detailed analysis of requirement。
Requirement：
No less than 2-year experience of consulting within famous consulting firms，
No less five—years working experience；
MBA of similar educational background;
Have a good management capability;
Excellent interpersonal and communications kills;
Outgoing and self-motivated；
Familiar with PowerPoint；
Email your CV including recent photo to
Letter Confirming Employment
Dear_XXX_
I am pleased that you have accepted the position of sales manager at our company， starting on July 1。 You shall perform the following duties and have the following responsibilities:
l Participate in formulating marketing strategy；
l Formulate annual sales plan;
l Ensure that the goals of sales will be fulfilled；
l Supervise and evaluate subordinates;
l Direct and control the sales expenditure;
l Deal with some special sales;
l Deal with the complaints of customers.
Please note that these duties and responsibilities are not exhaustive and that you may be expected to perform other reasonable duties and responsibilities should the need arise.
Subject to statutory holidays, your working hors are from 8:30 to 17:00。 Your starting salary/wage is RMB 4000/month 。 You will be on probation for 3 months during which time we may terminate your employment at any time without notice or payment.
Your supervisor is XXX. Please see him/her on your first day and he/she will help you get settled。
I look forward to working with you. If you have any questions, please to not hesitate to contact me。
Yours truly
（Name）XXX
(TitLE）XXX
Part—time Contract
This is a contract between xxx（china) and :
Name ：
Position ：
Terms and Conditions
1. Employment period
This contract is form 01 September 2003 to 30 June 2004。
2. Payment
a. Hourly Rate
You will be paid fortnightly at the rate of RMB 150 per lesson. Each lesson is of 45 minutes duration and it is expected that you will spend at least 15 minutes on meaningful preparation for that lesson。
Wages are paid on the 2nd Monday following the week（s) worked.
The teacher must pay income tax in accordance with the laws of the Government of China.
3. Duties
a. Provide English language training
b. Prepare and mark examinations and tests。 Record student marks。
c. At all times the teacher si expected to dress and behave in a professional manner。 There can be no relationship with a student that cannot be seen as one of a professional nature。
d. The teacher is directly responsible to the Director of Studies XXX(China) （DOS）。
e. The teacher is expected at all times to obey the laws and regulations of the People’s Republic of China。
Name of teacher:_________
Signature of teacher：______________
Signature of DOS:_________________
Date:_________________
Job Description
Position chief accountant
Department financial department
Accountable to CFO
Salary/pay grade 3___
［yes］ 35 – 40 hrs/wk ［ ］ 20— 35 hrs/wk ［ ］ less than 20 hrs/wk
Job summary
Work Closely with the company’s CFO, and ensure than all of the responsibilities pertaining to the accounting department are met.
Develop and direct the activities of the professional staff involved with the financial aspects fo operations, including forecasting， planning， budgeting， credit and collections， cost accounting , and financial control systems。
Responsibilities/daily tasks
Report to the CFO and be responsible for all accounting functions。
Providing analytical budgetary & financial planning/reporting support to senior management.
Establishing and maintaining internal controls， external financial reporting.
Interface with external auditor， handling all corporate tax matters。
Qualifications
Master degree or above；
At least 5 years experience in accounting work；
Work experience in foreign or JV company is preferred;
Willing to travel.
Relations of the position to others in the company
Administration department; Marketing department； Manufacturing department； R&D department。