Company performance summary report

A written material summarizing the study, work and life of a period, a year and a stage. It can help us straighten out the knowledge structure, highlight the key points and break through the difficulties. Let's sit down and write a summary. So do you really know how to write a summary? The following is the summary report of the company's performance compiled by me for you. Welcome everyone to learn from it, I hope it will help you.

Company performance summary report 1 As an employee, if you want to get promotion or salary increase, you must make good performance. Performance includes personal performance, department performance and company performance. As a human resources manager said: "The income between employees depends on the performance of the work."

Good performance requires good performance report.

The company's emphasis on performance makes it very important to write a good performance report. Good performance also needs good performance report. If the performance report is not well written, does not highlight your achievements and does not fully show the whole picture of your performance, it may affect the assessment department to form a correct evaluation of you.

The function of performance report is to comprehensively and systematically reflect your achievements in a certain period of time, objectively analyze and summarize your own achievements, clarify your achievements, find out the shortcomings in your work, and summarize the experiences and lessons of the previous stage. An excellent performance report can objectively reflect your performance and make your efforts rewarded, while a failed performance report may cover up your actual contribution.

It is most important to truly express your achievements.

Many people are always modest when writing performance reports, try to write less about their own contributions, and even attribute their efforts to others. They think it is not good to tell the truth about their achievements, they will be suspected of taking credit, and they will appear arrogant. In fact, there is no need to be ashamed of what you have achieved. It is an ability to objectively reflect your contribution, and the company values the employees' ability to create performance and achievements. If you are too modest and weaken your contribution, it may be difficult for a supervisor who doesn't know the actual situation to make a true evaluation of you. Even if the supervisor knows your true contribution, he will think that you are not confident enough or even have the courage to report your achievements truthfully, so he thinks that you can't entrust an important task. So when writing a performance report, remember not to be too modest. It is most important to truly reflect your achievements.

Of course, if you want to make the performance report pleasing to the eye, you must first rely on good performance, but appropriate statements are also essential. A complete performance report should include the following contents:

I. Overview of the Basic Situation

First of all, we should outline the work content, subjective and objective conditions, favorable and unfavorable factors and working environment. Although these are not necessarily related to the achievement of performance, obviously, if you are in an unfavorable working environment and working conditions are very bad, you can undoubtedly make your achievements shine. For example, your job is to deal with customer complaints, and the working environment is obviously not very superior. It requires employees to tolerate customers' complaints, even insults and insults. The particularity of the environment itself is actually a part of performance, so we should state the working environment so that our performance depends on it. Of course, when you state unfavorable conditions and environment, you must never be justified. In any case, this is determined by the nature of the work. If you accept this job, you must accept the special working environment it brings.

Second, state your achievements.

It is the focus of performance report to state a person's achievements. The fundamental purpose of writing performance report is to affirm achievements and highlight personal contributions, so as to provide reference for the company's assessment and promotion.

Before writing a performance report, you should think carefully, list all your achievements as much as possible, and then rank them in order of importance. When making a statement, you should first clearly state what achievements you have made, under what circumstances, how important each achievement is and how much contribution you have made to the enterprise. When making a statement, you must pay attention to organization and highlight the key points. Never pile up all kinds of achievements and let the personnel manager choose the one that is beneficial to you. This practice not only aggravates the work of the personnel manager, but also gives the impression that it is sloppy and disorganized. Just imagine, how can a person who doesn't even know his own grades do his job in an orderly way?

It should be noted here that although most of the achievements are visible, sometimes there are many unknown achievements or contributions. At this time, you need to clearly write out your unknown achievements or contributions. Don't be embarrassed to say it. It won't leave a bad impression at all. On the contrary, many companies hope that employees can make an objective evaluation of themselves, and don't hide or falsely report their achievements. When writing performance reports, seeking truth from facts is the best principle.

Third, sum up experience and lessons.

For every job you have done in the past, whether you have done well or failed, you should sum up your experience and lessons and write them in your performance report. Doing so will not only benefit your future work, but also let the company know your growth trajectory. It is a wise man's performance to analyze and summarize his previous work and one or two lessons.

It should be noted that it is important to sum up experience, but the weaknesses that need to be improved cannot be ignored. Many people always avoid their weaknesses and defects in performance reports, because writing them will damage their image, which is not the case. Confess the weaknesses that need to be improved, indicating that you have the awareness and potential for continuous improvement. Not only will supervisors not look down on you, on the contrary, they prefer such people and are more willing to entrust them with important tasks. It should be noted that after the weaknesses that need to be improved are put forward, they must be seriously implemented in the future work. Never talk about things in the report, but go your own way in practical work. This is undoubtedly a degradation of their performance report.

When you have achieved good results and submitted a beautiful performance report, don't immerse yourself in the past performance and make no progress. In fact, performance always belongs to the past. After submitting the performance report, it means that the previous work stage has been completed and needs to start from scratch.

Time flies, 20xx is coming to an end. In the past year, under the care and guidance of leaders and colleagues, through our unremitting efforts, we have made necessary achievements in our work, but there are also many shortcomings.

Looking back on the past year, the work is summarized as follows:

In the first three quarters of 1.20xx, according to the decision and guidance of the group company, with the unremitting efforts of all the staff, we went out early and came back late, at the expense of rest time, planting nearly 70,000 seedlings, with a survival rate of about 80% at that time. However, due to lack of experience and understanding of the environment and water sources, personality is a water source problem, and the salt content of groundwater seriously exceeds the standard, which leads to the drought death of trees without irrigation. After irrigation, the high salt content of water leads to the physiological water shortage of trees, and the consequences are more serious, among which the large-scale death of forsythia suspensa is typical. Fortunately, the leaders of the group company chose a new base with good soil water source in time and transplanted all the remaining seedlings to the new nursery, which reduced the loss.

Second, in the last quarter of 20xx, although the time was short, our work was the busiest.

1. Construction, use and maintenance of infrastructure of newly selected Shuangyang base. When we first took over the new base, it was a wasteland. Under the unified command of the group company, through our efforts, we have completed the construction of160m prefabricated road and1500m enclosure, built two temporary board houses, laid1300m water supply and irrigation pipeline, and laid 80KV transformer to make the base.

2. Seize the season. In order to maximize the land utilization rate, the planned planting of 80 mu of winter wheat was completed before 10 X, and frozen water was poured manually in time.

3. The trees in the original nursery were successfully transplanted to the new base. Under the unified scheduling of the Group and with the assistance of all colleagues in the company, more than 120xx trees were successfully transplanted to the new base, and irrigation was organized in time, which has been completed at present. In order to ensure the survival of seedlings, the next step will be to organize artificial soil cultivation and root protection.

In the next 20xx years, we will make the following plans according to the guiding ideology of the group leaders and the current actual situation:

First, use the free time at the end of this moment to contact and visit the nurseries in the surrounding counties and cities, and initially grasp the general situation and price of large-scale seedling planting. Pave the way for purchasing suitable seedlings in time next year.

Second, make a preliminary plan for planting seedling varieties on the reserved land. According to the current trend of urban greening and the specific geographical environment of Weifang, we initially intend to purchase the following seedlings:

Trees: Magnolia grandiflora, Fraxinus chinensis, Persimmon, Ligustrum lucidum, Ginkgo biloba, Fraxinus chinensis, Sakura, Begonia series, Hibiscus.

Shrubs: heather, forsythia, holly, zinnia, purple leaf, purple leaf plum, mahogany.

Lianas: Zanthoxylum bungeanum

Time has given me another chance to sum up, and every progress is improved by repeatedly summing up experience or gains and losses. Every summary is to remind us to find our own shortcomings, and at the same time, combine our good work experience to make better preparations for the smooth progress of the new round of work. In the future, I will work harder, strive to constantly improve the level of business technology, and carefully complete the tasks assigned by the group company.

Company performance summary report 3 I. Basic preparation work

1. Combing job responsibilities and improving job responsibility system Under the framework of the company's organizational structure and division of functions, through repeated communication with the heads of various departments, the job name was standardized, the purpose and post level of job setting were clarified, and the job responsibilities and related job requirements were refined, thus forming a complete job structure diagram of the company, improving the company's job responsibility system and laying a good foundation for the further development of the company's human resources work.

2. Formulate job specifications and standardize job management. In order to consolidate the achievements of post responsibility system construction and further improve the basic management level and efficiency of human resources management, under the leadership of the Human Resources Center and seeking the opinions of the Human Resources Department of the Division, we formulated the regulations on the management of the company's job descriptions, adding two dimensions: management center, division and subsidiary. Standardize the workflow and specific implementation rules of post management, clarify the respective responsibilities of the employing department and the human resources department in post management, and provide a normative basis for the overall post management of the company.

3. Establish a performance committee and a performance leadership mechanism. Performance management involves the realization of the company's macro-level goals and the vital interests of each employee at the micro level. In order to effectively coordinate and lead the company's performance management, a performance management committee led by the company's senior leaders was established, and its responsibilities were defined, that is, it was responsible to the company's board of directors. At the same time, its main responsibilities and specific working mechanism are clarified, which provides a strong organizational guarantee for the company to promote performance management.

4. Formulate performance rules to ensure the effective operation of the system. In order to ensure the effective implementation of the overall performance work, the Human Resources Center took the lead in drafting the detailed rules for the implementation of the company's performance management. In the long run, the company's performance was divided into organizational performance and employee performance, and at the same time, it absorbed the guidance of the company's top management on performance management. Finally, the implementation rules were signed and passed. Through the implementation rules of performance management, the responsibilities of all departments and levels in the company's overall performance system were defined as a whole, the specific assessment attribution of all levels in the company's performance management work was defined, the specific operation process of performance management work was defined, and the application of performance assessment results in human resource management work was defined, which provided the implementation basis for the company's performance management work, thus ensuring the effective operation of the performance system.

5. Enrich the performance system and make the probation assessment plan. From the practical point of view, performance appraisal can be divided into probation inspection and formal post-employment assessment, each with its own emphasis. In order to enrich the performance management system, effectively evaluate the ability matching between the probationary employees and positions, and make scientific employment decisions for the company, under the leadership of the human resources center, combined with relevant induction training work, the company completed the probation assessment plan for new employees. The assessment criteria and related operational procedures of new employees' probation period are clarified, specifically in six aspects: corporate culture learning, brand knowledge mastery, professional knowledge mastery, work attitude and performance, work achievement embodiment and one-vote veto.

Second, the performance implementation work

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2. Determine the indicators through communication and reach an agreement on the assessment criteria. Different job levels will lead to different ownership of performance management. After reaching an agreement on the proposed performance indicators within the human resources center, discuss and reach an agreement with the company's senior management and some responsible persons respectively. The top management of the company and the heads of departments above the director level will determine and finally reach an agreement with the assessed. After the ordinary employees of the management center reach an agreement with the heads of various departments on the assessment standards, the heads of various departments communicate with their subordinates and finally reach an agreement. After many efforts and repeated communication, the evaluation standards of all levels and positions of the company were finally formed, and the company performance evaluation index library was initially formed.

3. Promote implementation layer by layer, and reasonably control the pace of promotion. Because the company's performance atmosphere is not strong, especially the roles and understandings of the heads of various departments on performance management tools are not the same, in order to reasonably control the pace of promotion and truly realize the purpose of performance management, according to the unified deployment of the performance management Committee and under the leadership of the human resources center, the performance management work is gradually promoted at different levels and in different situations. The director level of the Division shall conduct simulation every quarter, conduct pilot when conditions are ripe, and finally implement it according to the company's requirements; The performance of employees in the management center has a certain foundation, so monthly testing, linked to performance pay, is basically on the right track at present; The warehouse department of the logistics center has never been assessed before, so the understanding of performance is relatively weak. At present, the assessment is mainly carried out from the aspects of work performance and work attitude, and the corresponding indicators are quantified twice to strengthen the pertinence of the assessment. Generally speaking, the current pace of performance improvement is reasonable.

4. Reviewing the stage work, summarizing and improving the existing problems, summing up the past and improving the future are the fundamental requirements of performance management. Through the direct tracking of performance appraisal at all levels, PDCA cycle summary improvement method is adopted, and the periodic review of performance work is carried out in the human resources center after the end of each quarter, so as to improve the problems existing in the design of assessment indicators, and at the same time, actively feedback the problems found in other departments during the assessment process and assist in improvement. When the time is ripe, expand the audit scope of performance work stage, and under the leadership of performance management Committee, mainly solve the problem of organizational performance feedback.

5. Explore the incentive mechanism and improve the performance incentive. In view of the lack of performance incentives at the director level and the lack of performance incentives reflected by some department heads, under the leadership of the person in charge of the human resources center, we actively explore the company's incentive methods and strive to improve performance incentives. Combined with the opportunity of annual salary adjustment, the design of annual salary adjustment and performance is completed. The implementation of this plan will greatly solve the problems of lack of performance-related projects and insufficient incentives for directors.

Third, the current problems.

1, high-level follow-up attention is not enough. A lot of basic preparations have been basically completed, and the senior management of the company has given a lot of time and suggestions in the early stage. However, due to other reasons, the high-level attention in the follow-up work is not enough, but the performance management work involves the overall situation of the company, and leaving the high-level attention will increase the difficulty of promotion.

2. The supporting system is not perfect. The normal operation of the performance system can not be separated from the effective support of other supporting systems. However, the company's current budget system is not perfect, some important indicators can't be implemented (such as expenses), the data support system is not stable enough, some data are fighting with each other (such as horse yield), and the annual work plans of various departments can't be seen, so it is difficult to keep abreast of the changes in departmental work priorities (such as new store plans and new product plans). This is inevitable.

3. The understanding of the performance of a few departments is not deep enough. Some departments are still stuck in the understanding that performance management is the business of human resources departments. They think they are working for the human resources department and just want to give a total score (such as logistics center), which is actually a manifestation of managers' lazy management and lack of responsibility; Some departments think that performance appraisal is to deduct money, so they are worried about affecting employees' mood, and all give full marks in the assessment results, "let things go smoothly, please employees" (such as financial center), which actually violates the ultimate goal of performance management "helping employees grow and realize enterprise goals" and is not conducive to employees' growth in essence.

4. The application of evaluation results is relatively simple. At present, the results of performance appraisal are mainly used for the accounting of performance pay, and have little correlation with post promotion and annual salary adjustment. The training and improvement for the examinee's problems have not been carried out, the relationship with employee relationship management is not clear, and the linkage with recruitment system has not been established.

5. Salary and performance system are not matched enough. Salary and performance are important components of the incentive system, and they are interdependent. They need to be seamlessly connected and matched with each other. At present, the salary range of some levels is large, but the corresponding performance salary amount is constant, which may lead to the high-paid employees paying insufficient attention to performance and affecting the incentive effect.

Four. Suggestions for improvement of performance work

Carry out promotion training to enhance performance awareness. It is hoped that the company can organize special training on performance management to deepen the understanding of performance management among employees, especially managers at all levels.