【第1篇】季度績效考核英文自我評價

績效考核是企業(yè)績效管理中的一個環(huán)節(jié)，也是績效管理過程中的一種手段。一個季度過去了，下面是小編為大家?guī)淼挠⑽淖晕以u價，相信對你會有幫助的。

季度績效考核英文自我評價篇一

control the performance of the leadership team performance objectives at the beginning of the content of the plan, now my goals for the year 20xx, the task report is as follows, please review.

first, the completion of key work objectives

1, the completion of the tasks assigned by the superior center. this year, the higher level of the central task of more, involving me mainly two, one is the basic organization "five basic construction" and "a good" activities, a people - the main comment on the wind activity. these two tasks, the bureau of party committees have arranged effective competent leadership, my role is mainly involved in co-management. this is a major theme in party building work this year. in the face of heavy tasks and more activities and demanding high pressure, i was mainly involved in a series of follow-up activities, such as "five basic constructions" and " supervision activities. for example, in june and december this year, we carried out two comprehensive supervision, to promote the work carried out and in-depth, but also for the inspection and acceptance of jingzhou city, the necessary preparations, passed the inspection and acceptance of jingzhou city. besides, the main comment on the work of the popular style of government, my main responsibility is to lead the publicity and education group. throughout the event, we carried out a number of publicity and education activities, the city's health system people - the main comment on the work style of popular wind, and made wind and water, sound and color. in particular, the propaganda of public commitment system, the propaganda of large-scale volunteer activities, the selection and propaganda of "double top ten", and so on, played a very good public opinion-oriented and guiding role in the critical moment of the people's appraisal.

2, the completion of the new rural construction objectives. this year, 16 units of the health system have counterpart support village-level organizations work tasks. in charge of leadership, i mainly assume the program development, upload and release and inspection and supervision and other aspects of the work. we strengthened the leadership, the implementation of training, follow-up supervision and other means to promote the health system of 16 rural task force to achieve the "selected people in the village, to ensure working hours, conscientiously do a good job of discipline," fulfilled the " to formulate development plans, to develop special economy, to promote public utilities, to strengthen organization construction, to strengthen mission training ". the system-wide contact in 16 villages contact poor households or members of the "double band" model households 165, 33 on-site office, to support cash and material 210,000 yuan, looking for 30 development projects.

second, the completion of the daily work objectives

1, the completion of the bureau of funds directly under the unit unions task.this year, trade union funds, one task increased by 15%, the second is a half year or a year to settle the practice, the implementation of the monthly or 15 days after the initiative to declare the payment method. to this end, we actively do a good job 9 units directly under the coordination and supervision work, in accordance with the requirements of the municipal federation of trade unions, the completion of the union funds on time 91918 yuan.

2, to promote the system workers to participate in the city's model selection activities. in accordance with the city's "once every two years," the model selection mechanism, this year is exactly the mode of ratification in recognition of the year. 51 on the eve of our extensive publicity, bottom-up, trade union review, the party decided to approach, recommended the city maternal and child health hospital tan yanping, municipal people's hospital of chen jian, shishi city labor model, recommended city people's hospital xie honghua jingzhou city, participated in the advanced workers.as we are fair and impartial, strict pre-trial, recommended positive, complete materials, three people were elected to the appropriate level of the model workers and advanced.

3, the organization staff to actively participate in the system, "5.1" festival and other festivals. and the medical department together, organized the "5.12" nurse festival art show. recommended city people's hospital group dance program "desert rose" to participate in shishou federation of trade unions 5.1 labor day cultural activities, jingzhou city, "5.12" nursery festival and jingzhou city federation of trade unions "voice of jingjiang" staff culture and art festival of theatrical performances.

4, the organization of veterans to actively participate in the system chung yeung festival activities. we adhere to the veteran's political treatment and economic treatment, but also often organize veteran cadres to carry out healthy and beneficial fitness activities. especially the organization of the annual celebration of the chung yeung festival activities. on the day of the chung yeung festival, we organized the retired veteran cadres of the city's medical units to participate in the city's collective mountaineering activities. for each retired veteran cadre who participated in the activity, the memorial items were issued. the retired cadres bureau of retired veteran cadres collective discussion and dinner, so that retired veteran cadres feel the warmth of her family.

季度績效考核英文自我評價篇二

key to performance performance: self - assessment and objectives.performance work is an important part of enterprise hr work. the key to the following two points: first, give employees the opportunity to self-assessment; the second is to make the staff's goals and the company's goals are consistent.

give employees the opportunity to self-assess

first, the employee's self-assessment as part of the company's performance appraisal process, is very important. to encourage employees to participate in the company's performance appraisal process and ensure an effective dialogue between managers and employees, you can use the same form in the company's regular performance review process, or create a slightly modified version.

second, the purpose of employee self-assessment is to obtain employees on their performance of self-point of view. this is a powerful way to give employees the opportunity to speak throughout the performance appraisal process. sometimes, managers worry about the value of self-assessment, that employees will simply give their praise and higher ratings in order to try to raise their actual rating. experience has shown that the opposite trend is real, and when we evaluate ourselves, we tend to be more severe than others.

third, the manager's personal view of the employee, self-assessment is a very valuable way for the company to get more information about employee performance. it can also help managers stay ready to deal with differences in opinion or opinion and gain insight into employee expectations.

so that the objectives of the staff consistent with the company's goals

the importance of creating a smart (concrete, measurable, achievable, relevant, time-bound) goal is to associate the employee's goals with higher-level organizational goals, and you create for employees' this is a very important "context." this helps employees understand why their work is important and how their work contributes to the success of the organization as a whole.

practice has proved that the goal of the staff with a higher level of departmental goals, the objectives of the branch and the goal of the entire enterprise linked to create a personal goal and organizational goals consistent with the "big environment" for the development of staff performance is crucial important, but also allow employees to feel that their work is very important.

季度績效考核英文自我評價篇三

in many enterprises performance appraisal, there is a "staff self-assessment" link, which is the first employee of their performance in the assessment period, and then submitted to the direct superior to adjust, and finally draw the employee's performance scores. in the use of direct superior performance evaluation system, the purpose of employee self-assessment is nothing more than two: 1, the fastest quantitative data sources can be quantified; 2, reflects the staff participation in performance appraisal; however, if the assessment of employees assessment without a clear understanding of it, it will lead to significant deviation of the assessment results, or even failure. we know that the performance appraisal may be a variety of errors, such as the different leaders of different personal scales, the average tendency, etc., then the self-assessment link, which led to the factors that lead to errors it?

first, the personality of each person is different from the self-assessment scale is very different. for example, some employees self-confidence, their own evaluation of high, some people feel inferior, their evaluation on the low side. in addition, some people pursue perfection, strict requirements on their own, and some others have passed, these two categories of people to their own scale certainly different. also, some old employees of the company and colleagues know very clearly, scoring when its capability, and new employees do not know other people's shallow depth, to their scoring when there is not much reference to speak of.

second, psychological research shows that most people are overconfident."do not make a normal fool," an example of this book mentioned that we often hear a lot of people say that they "not on the phase", that is, according to the photos did not look good. in fact, the photo is an objective reflection of our appearance, and each of us in the mirror when it will be special (and may be unconscious or habitual) to choose the best angle, that is more than a layer of subjective factors in it, which led to our look in the mirror look better than the photos. so in fact, the staff part of the self-assessment on the provision of such a "mirror" to our staff to the beauty, this error which is self-evident.

third, the staff self-assessment of the score, the assessment will do a great impact on the scoring. have the experience of "bargain" people know that if you see the stall on a package, and my heart that probably worth 100, but the mouth asking price, the boss said 500, if you really want this package, big most people only dare to 300 or 400 pieces to cut. this is the so-called "anchor effect", the negotiation inside the "first offer, without anger in each other's situation, the higher the better" is the meaning, because the first bid will greatly grasp the initiative, so that the other psychological expectationsresulting in great changes. employee self-assessment actually gave the examiner a chance to take the lead in the bidder, and whether the assessment due to face or other considerations, are likely to be the "quote" effect, so that the assessment results error. we in the actual work of human resources, but also did find this phenomenon, a company several departments staff performance appraisal scores, without exception, no less than its self-rated scores.

based on the above analysis, we will find that the department leaders get the self-evaluation scores mixed with too many subjective factors, so that can not be filtered through technical means, and this score will have a great impact on the assessment; confident employees have a high score, and sometimes due to the need for mandatory distribution, those who require their own strict, scoring low staff has become a victim, because their scoring low, the final score is difficult to be brought up leadership. in the assessment of the indicators can not quantify the more components, or different departments in different parts of the work of employees, the lack of uniform measure of the time, this situation is particularly serious.

so, companies in the performance evaluation of the actual operation, how to solve these problems i mentioned above? many people may be from the "increase the proportion of quantifiable indicators," "to strengthen the assessment and assessment of those who training, but in practice, it will only increase the workload and complexity of performance appraisal, implementation easier said than done? in fact, just look back to see the implementation of the two purposes of self-evaluation .self-evaluation and implementation of self-evaluation, , we will find a simple solution: the relatively objective quantifiable indicators, the implementation of "employee self-evaluation", while maintaining a "fast data source" - in fact only data sources, but also embodied in the form "employee participation"; and not to quantify the subjective evaluation of indicators, the assessment by the direct scoring, do not give employees self-evaluation (and thus in this link error) opportunity.

we know that performance appraisal in human resources work is a huge project, the implementation of the highest cost, companies should seize the main contradiction, step by step, and in the initial stage, but not for the form of trapped. so is slightly jun policy for some enterprises initially set up performance management system, simply cancel the self-evaluation session, thus avoiding the link error, but also to a certain extent reduce the workload and complexity of the assessment for the next step smooth implementation of the well prepared.

of course, the front said that the main business in the initial stage of performance management situation. when companies meet the following conditions: first, the implementation of the more smooth performance management, implementation costs can be effectively controlled; second, the formation of a good performance within the company culture, we understand the performance management is more uniform, their own evaluation more objective; third, the department leaders generally have a clear understanding of the lower levels and independent judgments; we can think that enterprises have entered the advanced stage. at this point to carry out a real staff self-assessment, it will further mobilize the enthusiasm of employees and the importance of performance, thus forming a virtuous circle of performance management.

in summary, the core issue of employee self-evaluation, not how to do a good job, but when to engage in, when should not engage in the problem. it is necessary to distinguish the stage of development of enterprise performance management and select the key points that should be solved at each stage, and will not achieve the multiplier effect without being trapped in form. from the initial stage of performance management to the advanced stage, each enterprise has a long way to go, and this process can not be achieved overnight.

【第2篇】績效考核表的自我評價英文版

績效考核指企業(yè)在既定的戰(zhàn)略目標(biāo)下，運用特定的標(biāo)準(zhǔn)和指標(biāo)，對員工的工作行為及取得的工作業(yè)績進(jìn)行評估，那么員工在此情況下的英文自我評價怎么寫呢？下面是小編為大家?guī)淼姆段?，相信對你會有幫助的?/p>

績效考核表的自我評價英文版篇一

the so-called work performance, that is, the work of employees in the work of the results show that the customer is satisfied with your service, leadership is recognized for your work and so on. how to write the work of self-identification, the following information for the performance of self-identification of the model, for reference purposes only.

work self-identification model: two months later, i admit that i communicate with customers less some, on the one hand because the market continued cold. i understand everyone's mood, although the decline in the process of never stop to give you a reminder, but little effect, a lot of people are holding holdings in 20xx to earn money to stick to the mentality of the present, in exchange for the is the market value of half the painful price cut down the middle. on the other hand, i have been in an orderly conduct of the marketing team management.

first of all, from february 18, 20xx began the account opening activities account, this time the activities of the company is still a unified nationwide, and the sales department has also developed a marketing team to develop customer incentive programs, banks bank staff introduce the customer's incentive program. my first job is to have all the data in the game. in this event, as of may 1, all marketing representatives of a total of eight account 199, of which 100 households, the amount of gold 472,7829 yuan, after the completion of each of the marketing representatives of the development of the customer's situation , check with the manager, i will introduce the bank staff to select customers out, according to the cash reward. among them, the award of work has been issued and the manager is completed.

because of the departure of the account manager, i went to the agricultural bank for stagnation. there, i also deeply appreciate the inner feelings of a marketing representative. in fact, marketing is a way of communication, communication, communication needs of their own time to grasp. as far as possible the degree of customer resentment to their own minimum, so as to seize the opportunity to let him willing to accept our products. however, we may be in the communication performance is not in place, there are reasons for self-esteem, the limitations of the above character, not allowed to grasp the rhythm, so many people do not have to communicate effectively, may communicate with only a silent flyer. with this experience, and then have their own thinking, and thus also in the bank of the stagnation point work effectively used.

services into a new marketing representative, training began. in addition to her basic training every afternoon outside of it, i think i am more to her in this line to pass the required professional ethics and attitude towards work. in each answering phone calls, in every reception of customers work, let her really sense of understanding their work is a kind of service nature of the work. later, i also alone with her stationed in the bank. and she shared some of my work experience: what kind of customer has the potential, what kind of customer is not worth to explore, what age we need to wait, in these times, in addition to teaching, i also passed the practice mastered a lot of deeper and more practical approach.

should be called the whole business department, we will try to arrange for customers to move to home for online transactions. at the beginning, just after the closed-market approach to teaching, many people are forgotten overnight, the work is very slow. later, after communication with the sales department staff, according to the existing conditions, we will now offer a separate large room, named "online trading real room", selected in the daily opening time for the real environment training, fully mobilized the enthusiasm of customers. at present, all the training work is still continuing, my hand data also caught some want to go home customer information.therefore, in june i will focus on the work and the communication of these customers, so that they are satisfied and assured of doing home online transactions.

績效考核表的自我評價英文版篇二

ideologically, the fine style, treat people sincere, can better deal with interpersonal relations, doing things calm and stable, can reasonably arrange the affairs of life. for the community for the school for the students to do things for the people around is no longer feel cumbersome, but very happy to do and can be satisfied and happy, not to think about doing their own things, others less control. and has been in the pursuit of personality sublimation, pay attention to their own conduct.

i worship people who have great charisma, and have always wanted to be able to do it myself. in college life, i insist on self-reflection and strive to improve their own personality, and now i understand the truth, willing to help others not only to cast a noble character, but also get a lot of their own interests to help others but also to help themselves. looking back over the past few years, i have been very happy to have helped the students when i was in trouble. similarly, my classmates also gave me a helping hand when i was in trouble. for the teacher, i have always been very respected, because they are in a loss when i guide to help me.

without the help of a teacher, i might not know where to go. i now realize that character is not so much a personal character to run, as it is the responsibility of the individual society as a whole. a person living in this world, you have to bear some responsibility to the community obligations, with a noble character, you can correctly understand their responsibilities, in the contribution to achieve their own value.

learning, i did not let myself down, the results have been among the best.scholarships are awarded each year. i am a mechanical and electrical professional, know not only the theoretical knowledge, but also practical ability, so i often participate in practical activities. now is the information age, learning the professional at the same time, i also conducted a computer learning, through efforts to get the national computer grade three. i learned a lot of new things, i am very willing to help people who need help, and greatly improve their self-learning ability. then there is learned to use the learning method at the same time pay attention to independent thinking.to learn hard only hard to learn is not enough, to learn "methods" to do things.

i have come here to learn the purpose of "fishing", but it is easier said than done, i changed a good many ways to do what is diligent in thinking, the case of the old man, there do not know where to diligent to ask.in learning, to "independent thinking" as their motto, always remember not to alert. with the progress of learning, i not only learned the basic knowledge of the public and a lot of professional knowledge, my mind has also been a qualitative leap, to a more rapid grasp of a new technical knowledge, i think this is very important for the future. in the study of knowledge this time, i and teachers to establish a strong friendship between teachers and students.the teacher's earnest teaching, so i realized the fun of learning. i and many students around, but also established a good learning relationship, help each other to overcome the difficulties. now i have to face graduation, is doing graduate design, i became the design team leader, but also exercise the self-hands and analysis of problem-solving ability, benefit.

績效考核表的自我評價英文版篇三

the basis for the assessment of staff positions, is divided into five categories of personnel, management, engineering and technical personnel, basic production personnel, auxiliary production personnel, service personnel, by the departments of the two wage management committee is responsible for the specific assessment methods, wage management committee is responsible for supervision and management, various departments can be combined with the specific circumstances of the unit to develop the appropriate assessment rules and implementation.

the management personnel to job responsibilities based on work, carefully approved the workload of each job, specific to each work score, from the work objectives, quality, methods, progress, feedback, innovation, implementation, decision-making, resilience and integrity, solidarity, responsibility and other elements, the implementation of quantitative assessment.

technical personnel to the project by the technical level of the leading technology, ease of completion, time to complete the sanctions and other factors, the approved workload, to develop easy to operate quantitative standards, quantitative scores, the implementation of assessment.

quantitative assessment of basic production personnel to each position of the working hours quota, quality, material consumption, safety, labor discipline as the main basis, combined with the assessment elements, the implementation of quantitative assessment.

quantitative assessment of auxiliary production personnel, to work tasks, quality, material consumption, safety, labor discipline as the main basis, combined with the assessment elements, the implementation of quantitative assessment. quantitative assessment of service personnel to job objectives and responsibilities as the main basis for the work tasks, quality, integrity, solidarity, responsibility, etc., combined with the assessment elements, the implementation of quantitative assessment.

the implementation of staff assessment must be pregnant with the position i correspond to the staff is strictly forbidden to take the position of remuneration and engage in low-post work, where the violation will be found on the department and staff penalties.

【第3篇】教師績效考核自我評價

一名優(yōu)秀的教師不僅僅需要教授知識，還需要教學(xué)生做人的道理。下面小編給大家分享一些教師自我評價范文，希望能夠給大家一些幫助。

教師績效考核自我評價

轉(zhuǎn)眼間，三個月的理論培訓(xùn)和三個月的見習(xí)培訓(xùn)已經(jīng)快要結(jié)束了。在理論的基礎(chǔ)上，我走上了實踐的崗位，并且通過不斷學(xué)習(xí)和努力工作，我獲益良多。在此，我要對我這段時間的得和失總結(jié)一下，發(fā)揚自身的優(yōu)點，改掉不足的地方。

"學(xué)高為師，德高為范"，"學(xué)為人師，行為世范"，還有很多話我都不曾忘記，因為這是我們身為教師的職責(zé)，也是榮譽。而我作為一年級甲班的班主任，當(dāng)然必須以身作則。因為小孩子的模仿能力是很強的，而且大多數(shù)都崇拜著自己的老師?？梢娎蠋煹钠返聦W(xué)生的影響有多大。因此，我一直以品德至上來要求自己。在課余時間也會虛心地向?qū)W校老師學(xué)習(xí)教學(xué)經(jīng)驗，共同工作，共同學(xué)習(xí)，共同進(jìn)步。

在教學(xué)方面，上新課之前我都會提早備課好，理清楚上課的過程，對于學(xué)生要掌握的東西也在教學(xué)和課余時間進(jìn)行很好的落實。課后我也會認(rèn)真聽取本校其他老師對我的課的意見，并且經(jīng)常去聽有經(jīng)驗的老師上課，取長補短，完善自我。經(jīng)過一節(jié)課一節(jié)課慢慢的磨練，我在各方面都有了長足的進(jìn)步。對于"后進(jìn)生"的教學(xué)，我也努力在嘗試著讓他們學(xué)習(xí)更多的知識，不會比其他的學(xué)生差很多。并且平時也會對對一些學(xué)生進(jìn)行家訪，從他的家庭情況了解他，關(guān)心他。

當(dāng)然，僅僅做好這一些是遠(yuǎn)遠(yuǎn)不夠的，學(xué)海無涯。在今后的教學(xué)工作與學(xué)習(xí)生活中，我一定會花更多的時間到課堂教學(xué)方法和策略上去。找機會從各方面鍛煉自己，逐步提高自己的教育理論水平、課堂教學(xué)能力、班級管理能力以及人際交往能力，以期更全面的完善自己，爭取成為一名優(yōu)秀的教師。

教師績效考核自我評價范文二：

一年來，我熱愛教育，熱愛人民，熱愛學(xué)生，堅持黨的教育方針，忠誠于黨的教育事業(yè)，遵守學(xué)校的規(guī)章制度。在思想上嚴(yán)于律己，不斷學(xué)習(xí)深化教育教學(xué)觀念，積極參加各類政治業(yè)務(wù)學(xué)習(xí)，努力提高自己的業(yè)務(wù)素質(zhì)。服從學(xué)校工作安排，按時完成學(xué)校布置的各項工作任務(wù)。

一、工作實踐：

一年來，我除了擔(dān)任科任教學(xué)外，還兼任班主任工作，圖書館管理。在常規(guī)工作中，我認(rèn)真?zhèn)湔n上課，按時批改作業(yè)，上交各種資料。在教學(xué)上，面向全體學(xué)生，教書育人，為人師表，重視學(xué)生的個性發(fā)展，重視激發(fā)學(xué)生的創(chuàng)造能力，思考能力。堅持以學(xué)生為主體，尊重學(xué)生，以提高學(xué)生分析問題和解決問題能力為導(dǎo)向，切實落實培養(yǎng)學(xué)生的創(chuàng)新思維和創(chuàng)造能力。

二、班主任工作：

在班主任工作中，我努力抓好學(xué)生的養(yǎng)成教育，營造良好的班級氛圍，改善學(xué)生的學(xué)習(xí)環(huán)境和增強班級的凝聚力。我經(jīng)常主動與學(xué)生進(jìn)行溝通，盡力為學(xué)生解決相關(guān)的學(xué)習(xí)生活困難，重視與學(xué)生家長的聯(lián)系與溝通，做好家訪工作，<蓮 山 課 件>;使學(xué)生能夠健康快樂的成長。關(guān)心后進(jìn)生，保護(hù)他們的自尊心，鼓勵并指導(dǎo)學(xué)生參加各種活動，讓他們在活動中受益，樹立自信心。

在學(xué)校組織的各類活動中，我們的班級先后獲得了兩個“二等獎”和一個“優(yōu)秀獎”，這對我不僅是一種鼓勵，也是對學(xué)生的一種鼓勵，我有信心在將來把班級管理做得更好。

三、圖書工作：

我自兼任圖書管理員以后，為了提高學(xué)生的閱讀興趣，我采取了班級借閱與個人借閱的模式，圖書的借閱率有所增長。為了更好的管理圖書，我對圖書館的藏書進(jìn)行了再次的歸類，方便借閱和管理。在未來的圖書管理上，我有信心做的更好。

四、其他方面：

在教育教學(xué)中，我有時候?qū)W(xué)生的教育教學(xué)還不夠全面，教學(xué)理念還不夠先進(jìn)，班主任工作還缺乏經(jīng)驗，在以后的工作中，我將努力彌補不足之處，提高自己的業(yè)務(wù)素質(zhì)，為教育事業(yè)的發(fā)展多做貢獻(xiàn)。

教師績效考核自我評價范文三：

轉(zhuǎn)眼間，一年的試用期已經(jīng)快要結(jié)束了。在理論的基礎(chǔ)上，我走上了實踐的崗位，并且通過不斷學(xué)習(xí)和努力工作，我獲益良多。在此，我對這一年的得和失總結(jié)一下，發(fā)揚自身的優(yōu)點，改掉不足的地方。 “學(xué)為人師，行為世范”，很多關(guān)于教師的話我都不曾忘記，因為這是我們身為教師的職責(zé)，也是榮譽。而我作為六年級的班主任，當(dāng)然必須以身作則。因為小孩子的模仿能力是很強的，而且大多數(shù)都崇拜著自己的老師。可見老師的品德對學(xué)生的影響有多大。因此，我一直以品德至上來要求自己。在課余時間也會虛心地向?qū)W校老師學(xué)習(xí)教學(xué)經(jīng)驗，共同工作，共同學(xué)習(xí)，共同進(jìn)步。

在教學(xué)方面，上新課之前我都會提早備好課，理清上課的過程，對于學(xué)生要掌握的東西也在教學(xué)和課余時間進(jìn)行認(rèn)真的落實。課后我也會認(rèn)真聽取本校其他老師對我各方面的意見，并且經(jīng)常去聽有經(jīng)驗的老師上課，取長補短，完善自我。經(jīng)過一年多慢慢的磨練，我在各方面都有了長足的進(jìn)步。對于“后進(jìn)生”的教學(xué)，我也努力在嘗試著讓他們學(xué)習(xí)更多的知識。并且平時也會對一些學(xué)生進(jìn)行家訪，從他的家庭情況了解他，關(guān)心他。

當(dāng)然，僅僅做好這一些是遠(yuǎn)遠(yuǎn)不夠的，學(xué)海無涯。在今后的教學(xué)工作與學(xué)習(xí)生活中，我一定會花更多的時間到課堂教學(xué)方法和策略上去。找機會從各方面鍛煉自己，逐步提高自己的教育理論水平、課堂教學(xué)能力、班級管理能力以及人際交往能力，爭取更全面的完善自己，成為一名合格的教師。