HRM errorss - Use different approach for different...

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After Evaluation Meeting Finalize Form - Add your comments and signature Give to employee for comments and signature Give copy to supervisor for review Give copy to employee Send signed original to Human Resources for employee file Set date for planning meeting for next year
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Improving Performance Evaluations Review traits of the best performance appraisals Objective, caring and honest Evaluation is not a surprise – frequent feedback has been given Encourage and reward good performance Give specific and firm feedback for poor performance
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During Evaluation Meeting First ask for employee comments and suggestions Be sincere, stay job oriented and objective Summarize previous memos/suggestions Suggest new approaches with timelines Use good 2-way communications Active listening, paraphrasing and restating
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Unformatted text preview: Use different approach for different employees Common Errors: Poorly Planned Meeting Unprepared Supervisor Have an agenda Keep the session moving forward in a positive manner Follow the guidelines for mentoring and appraisal meetings (below) Common Errors: Subjectivity & Biases . Bias should be carefully monitored as well. Focus on behaviors and the job at hand, not politics, etc. Common Errors: Contrast Effect Refer to the job description, remind yourself that each employee has different strengths and challenges. Common Errors: Recency Effect Keep notes over the course of the year of good and negative events. Will help in creating a full picture. Of course, events should be recognized/addressed at the time as well...
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This note was uploaded on 08/08/2010 for the course HUMAN RESO 1 taught by Professor Drdavid during the Spring '07 term at Management Development Institute.

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HRM errorss - Use different approach for different...

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