Prefaceremember last year back home, lying on the berth in a few middle-aged women near the bunk chat, listen to their chat, probably know that they are Chongqing, just from South Korea to return. They talk about a topic saying that people are going through 40 and slowly feeling the body is getting worse, and now the eyes are starting to spend. One of the things that sounds an experience concludes: "Well, tell you a regular" 48, Eyes Flower ", to that one-year-old, basically quasi-very.
hearing them, I couldn't help thinking about these two years, when my mother was sewing needles several times to ask me for help. Yes, the parents are close to at, feel that everything can not wait, can't wait.
What is more important is that we set up a combination of each of the teammates bearing each other's future and dream, this can not wait, wait a moment, wasted a day, is wasted the future of teammates.
In fact, we have been from the combination set up to now has been busy, nonstop in doing title said such a product. But we always feel that it is not enough, want to hurry, a little faster. recently saw Hunan satellite TV Golden Eagle Awards ceremony, of which one is the best Performing Arts Award, the award is a veteran old actor, his name Li Xuejian, Baidu 54 years of strangers, this year 62. In the old version of the "Water Margin" inside the song Jiang, "Wrong bus", relatively near the "less handsome" "Hey, Old Man" and other classic. He expressed the acceptance of the speech when said the full-time entertainment people all tears, the last sentence said, "seriously engaged in the creation, shoot a better play dedicated to everyone." Good for the people to serve. " good for everyone to serve, this sentence from a human sophistication, the world hole Ming old artist Mouth said, I use the avenue to Jane to describe. I think all walks of life are in fact the truth, and the number of people we serve determines our value. first buried a foreshadowing, in reading this article is also a part of the upgrade from the technical person as the boss, if we do this product can help you or friends around you, it will be our greatest satisfaction as a service person, we are also very happy to serve you.
Product Introductionfirst of all, why do you do this product, should have done performance assessment, performance appraisal is divided into monthly, quarterly, semi-annual, and interim performance appraisal methods, generally is a quarterly assessment. At the end of the performance review there will be a process is leader interview, will talk about the completion of the indicator in the quarter, and then will talk about what to do well, which do not need to improve the improvement, as well as the company, the leadership, to colleagues have any comments and suggestions. The front is OK, especially to the last one to the parties suggestions, this is not good to say. Originally asked is also relatively general, and is the leader of the subordinate face, and there is no clear evaluation indicators, subordinates are often difficult to summarize and express, most of them are some conservative rhetoric, not due to the effect, not conducive to enterprise HR understanding of employees. Everyone said, it doesn't matter ah, let the personnel department do this ah, the traditional want to do this is similar to the anonymous evaluation, the plan to go back and forth and boss confirmation, the plan to be with each department unified time, print questionnaires issued to everyone, because the evaluation is cross, everyone to their superiors, peers, Subordinates each to make a review questionnaire. This down, occupy staff time, employees in the process of filling out the questionnaire there are inevitably some options or evaluation omissions, HR and staff back and forth have communication costs. After the completion of the questionnaire collection, such a huge statistical work, it is likely to increase human resources personnel costs. After the completion of the statistical work, the results, there will be some doubts about the evaluation results, various kinds of communication costs, because it is the operation of people, of course, can not avoid the HR in the statistical process of error. our product is to solve
from the questionnaire design, evaluation implementation, report interpretation of a one-stop evaluation feedback solution , to help HR understand each employee from the different ranks of the evaluation of the relationship, of course, just said the performance appraisal example is just one of the scenes, Our products can also be used in the following main scenarios:
- Enterprise Reserve cadres or staff promotion assessment
- Capacity evaluation of new senior management in the department
- Employee salary management Work skill evaluation
- Personal career Development assessment for core employees
- ......
Product address (can be used for free registration):http://360.mszhtech.com/
Product Use Help:http://360.mszhtech.com/html/help.html
Use of technology
The front office website is developed using ASP. MVC4.0, and the background management tool uses Winform+remoting+windowsservice. The complexity of the development process is the addition of the editorial section of the questionnaire, especially the front-end interaction of this block is rather complex. There is data statistics, because of the topic, dimension, evaluation person, evaluated person, these layers of relational data must be counted into the results, so this piece of waste too much brain cells, wrote the old long stored procedures.
Source Downloadjust said that the more complex part of the questionnaire is the topic of the addition of the editing section, the interaction of this part of the effect of the following. We're going to open up this part of the interactive source, which is helpful for small partners who want to improve on the front end. Of course, the great God of the front can ignore this paragraph
Click here to download the code
Set a small goal, free 360-degree evaluation feedback system on-line, open some source code
