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Appraisal Interview & Appraisal Errors

Beschreibung

Mindmap am Appraisal Interview & Appraisal Errors, erstellt von Cheryl Anne Houng am 24/05/2015.
Cheryl Anne Houng
Mindmap von Cheryl Anne Houng, aktualisiert more than 1 year ago
Cheryl Anne Houng
Erstellt von Cheryl Anne Houng vor fast 11 Jahre
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Zusammenfassung der Ressource

Appraisal Interview & Appraisal Errors
  1. Interview
    1. Define
      1. conducted by a supervisor to evaluate an employee
        1. Discusses job expectations, work performance and possible areas of growth.
      2. Purpose
        1. Communicate appreciation for the employee’s contribution
          1. Informing the employee of overall performance appraisal
            1. Establish goals and objectives
              1. Correct any performance weaknesses and build upon strengths.
              2. Types
                1. Satisfactory
                  1. Promotable
                    1. Not Promotable
                    2. Not satisfactory
                      1. Correctable
                        1. Not Correctable
                      2. Preparation
                        1. What
                          1. Employee documents
                            1. Personnel records, performance appraisal form, and position descriptions.
                          2. When
                            1. Schedule appointment time
                            2. Where
                              1. Private environment
                              2. How
                                1. Decide what to accomplish
                              3. How to conduct
                                1. Beginning
                                  1. Establish rapport
                                  2. During
                                    1. Maintain objectivity
                                      1. Encourage employee to speak
                                        1. Give constructive criticism
                                          1. Ask questions and listen
                                          2. Closing
                                            1. Summarise
                                              1. Schedule follow up if necessary
                                            2. When to conduct
                                              1. 1 - 2 times a year
                                              2. Interview Questions
                                              3. Errors
                                                1. Types
                                                  1. Recency
                                                    1. Personal bias
                                                      1. Leniency/Strictness
                                                        1. Halo effect
                                                          1. Stereotyping
                                                            1. Contrast
                                                            2. How to overcome
                                                              1. Review employee documents to gain a complete picture of past performance.
                                                                1. Read the performance standards for all the job duties and tasks for which the employee is responsible.
                                                                  1. Compare the performance standards to actual work.
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