Melanie Pendleton XXXXXXXXXXYesterday May 14 at 9:41am Performance appraisal interviews Performance review interviews are about developing a learning plan for the employee, not what have you done wrong all year long. The interview should never be a surprise to the follower. The follower should be given a few days notices before the interview is to take place. Interviews should then start by allowing the employee to provide their thoughts on their performance, followed by the leader going over those thoughts of either agreement or disagreement with the followers assessment (Performance
View complete question Melanie Pendleton XXXXXXXXXXYesterday May 14 at 9:41am Performance appraisal interviews Performance review interviews are about developing a learning plan for the employee, not what have you done wrong all year long. The interview should never be a surprise to the follower. The follower should be given a few days notices before the interview is to take place. Interviews should then start by allowing the employee to provide their thoughts on their performance, followed by the leader going over those thoughts of either agreement or disagreement with the followers assessment (Performance Appraisals, n.d.). If there are areas in which the employee could improve on asking the employee if they would like some additional training or help with correcting the issue. At the end of the interview, the leader will then sum up the overall interview to allow the follower to understand the interview and ask any additional questions fully. The interview should never base only on the leaders words but should include both follower and leader input to be successful. Followers want to know the good and bad but want to know that their opinions are heard (Performance Appraisals, n.d.). Can you relate to this video? If yes, how so? If no, why not? It has been many years since I have been a part of a performance appraisal interview. The last place I worked as a grocery store in the deli department which my mom was my boss. My mom with me did more of a quick version of good and bad signs here. My very first job was as a cashier in a retail store, and my manager completed the interviews just like the video. When we were hired, we were given one at 90 days, then six months, and then yearly. We knew a few days to a week ahead of time. She asked how we felt we did in all the areas, and then told us her evaluation, asked if there were any questions. Explain how you hope to benefit from further exploration of this topic during our course. In my current place of employment, the general manager we had, in the beginning, used to sit down with us for a couple of minutes at the start of the tax season when we signed contracts for the year and would give a summary of the previous year and either we got an hourly increase of percentage for our bonus. Once we maxed out our percentage, we only get hourly increases. I maxed my percentage out quickly so now I just increase in hourly wages. My current leader does not sit down with us. I only see the hourly increase on my first paycheck each year. In my future career as a leader, I would like to be the leader who conducts the performance appraisal interviews like my retail store leader or the video. My goal is the be the leader who sits down with employees and ask how they feel the past 90 days, six months or year has gone for them in the way of performance as well as ask how they think they can improve or what training they want or need. These types of leaders are more likely to have employees who function at the highest level. Performance Appraisals: Video:http://www.youtube.com/watch?v=E34Zt1cEpFA&feature=youtu.be(Links to an external site.)
Angel Butchermayes XXXXXXXXXXYesterday May 14 at 12:22pm Week 1 – Discussion 2 Performance Mismanagement Can you relate to this video? If yes, how so? If no, why not? After reviewing the video, I can relate to it in many ways. Over the last sixteen years, I have received performance management feedback from my supervisors in the military and for the federal government during the previous seven years. As the narrator in the video states, the performance meeting is not a meeting to beat the employee up on what he or she has done wrong; it is to evaluate the individual performance, see if he or she needs help in areas that they may not be effective in and critique and offer assistance if required. The meeting is to also praise the individual for the hard work they have done, keep their morale and motivation high, ask questions if needed, and answer questions if any arise. Explain how you hope to benefit by further exploration of this topic during our course At my current organization, we usually sit down with the supervisor every six months to review our progress since we initially submitted our objectives for the year. During this time, it is also time where you can discuss any issues you have, get clarification on things, and have a chit chat that you may not have due to the work schedules. In the future, I inspire to be a human resource manager in a government organization with team leads and team members that I can relate to, like the narrators in the video and my current supervisor at work. I will continue the two sit down meetings twice a year to go over the mid-point objectives as well as the closeout and beginning of the new objectives for the fiscal year. I will remind my employees that my door is always open, and if there are any issues, concerns, or clarification that needs to be discussed, we can still sit down and go over. I want to ensure my employees that they take care of themselves and families first and foremost but always strive to give 110% on whatever he or she does. I want my employees not to be afraid to ask questions or let me know if they do not agree with some decisions that I have made. I think the more you are involved, open and allow your employee's voice to be heard, you will get the maximum potential and the highest level of respect. Reference Performance Appraisals: Video:http://www.youtube.com/watch?v=E34Zt1cEpFA&feature=youtu.be (Links to an external site.)(Links to an external site.)
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