Achievement evaluation criteria should highlight the nature and characteristics of changeable work. When designing evaluation criteria, it should be formulaicized to different positions, and the quality structure of the characteristics of all estimated who assumes the job in this position. The same index has different requirements for working differently. For example, the determination to assess criteria is "flight attendants and guards, and other assessment criteria should be very rigorous, requiring not only high attendance requirements (e.g. 98 per cent is the general standard level), but also late or leave at an early age (e.g., strict regulations on the number of incidents that occur). Display design compression first evaluates the interest of all parties. I used to do performance management for worship
Achievement evaluation criteria should highlight the nature and characteristics of changeable work. When designing evaluation criteria, it should be formulaicized to different positions, and the quality structure of the characteristics of all estimated who assumes the job in this position. The same index has different requirements for working differently. For example, the determination to assess criteria is "flight attendants and guards, and other assessment criteria should be very rigorous, requiring not only high attendance requirements (e.g. 98 per cent is the general standard level), but also late or leave at an early age (e.g., strict regulations on the number of incidents that occur). Display design compression first evaluates the interest of all parties. I used to do performance management for worship<br>
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