IINTERVIEWS AND MEETINGS.

IINTERVIEWS AND MEETINGS.

1. INTERVIEWS

   • The interview is basically a one-on-one interaction.
     • The succesful interview is a two- way process. Each of the partsies must be adept listener As wel as sender; each person mustt be sensitive to the other's needs and be able to listen actively.
       • Major categories of interviews
         • Selection interview is an information-gathering process used for choosing new employees
         • Orientation interview informs employees about company policies and practices and to learn about employees
         • Training interview teaches employees the skills and attitudes needed to perform new duties.
         • Appraisal interview is used for evauluating and reviewing job performance, establishing objectives, and agreeing on future objetive.
         • Problem solving interview helps peers identify and implement viable solutions
         • Disciplinary interview corrects a behavioral problem while maintains goodwill.
         • Counseling interview assists subordinates by offering suggestions and advice
         • Exit interview's purpose is to profit from the input of someone who has been been on a job for many years and can supply the organization with valuable information
   • Planning the interview process
     • Preparing for the interview
       • 1. Establish goal and objetives for the meeting. 2. Obtain necessary background data. 3. Formulate critical questions. 4. Determinate the interview's needs, personality and attitudes, and attemp to adapt to them. 6. Secure data or other items that will be needed during the interview. 7. Select an appropiate interview site
     • Conducting the interview
       • 1. Establish a comfortable climate. 2. Prepare and ask key questions of the interviewee. 3. Observe, evaluate, and note the interviewee's verbal and nonverbal communicationsm and reactions. 4. Be alert to crucial junctures (or crucial periods in the conversation. 5.Establish key actions and a schelude for follow-up. 6. Terminate the interview in a thougtful, apreciative manner.
     • Acting after the interview
       • 1. Follow through on all key actions that have been designated as the interviewer's respnsability. 2. Assist the interviewee in those key actions designated as the interviwee's responsability. 3. Supply the interviewee with all the items promised: brocures, application blanks, reports, and so on. 4. maintain contact with the interviewee if you agreed to such an action. 5. be aviable to the interviewee for follow-up questions or to supply data not avialable at the time ofthe discussion.

2. MEETINGS IN GENERAL

   • Meetings gives a group of problems solvers the opportunity to exchange ideas.
     • Three- step plan for successful meetings
       • Step 1: the premeeting period
         • 1.Establish the need. 2 Define the problem or topic for discussion. 3. Determine the type of meeting. 4. Select participants. 5. Designate the meeting leader. 6. Distribute the conference announcement agenda. 7. Prepare physical facilities.
       • Step 2: The meeting period
         • 1. Meeting leades must establish a participative climate and manage time so that all important points are covered. 2. Designate someone to take notes. 3. Begin and end the meeting on scheldule.
       • Step 3: The postmeeting period
         • 1. Evaluation of the meeting. 2. Distribution of the minutes