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Appraisal Interview & Appraisal Errors

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Mapa Mental sobre Appraisal Interview & Appraisal Errors, criado por Cheryl Anne Houng em 24-05-2015.
Cheryl Anne Houng
Mapa Mental por Cheryl Anne Houng, atualizado more than 1 year ago
Cheryl Anne Houng
Criado por Cheryl Anne Houng mais de 11 anos atrás
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Resumo de 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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