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Appraisal Interview & Appraisal Errors

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Mapa Mental sobre Appraisal Interview & Appraisal Errors, creado por Cheryl Anne Houng el 24/05/2015.
Cheryl Anne Houng
Mapa Mental por Cheryl Anne Houng, actualizado hace más de 1 año
Cheryl Anne Houng
Creado por Cheryl Anne Houng hace más de 11 años
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Resumen del Recurso

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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