. Performance management is the process of creating a work environment in which people can perform to the best of their abilities in order to meet a company’s goals. It is linked to employee selection, training, and development, through performance appraisals and employee feedback. The first step in performance management is to set goals and have them align with higher level goals. Next, behavioral expectations and standards are set and aligned with the company’s organizational goals, employees that meet these established goals are hired to help advance the company. The company then uses performance analysis to provide management and employees ongoing performance feedback, which management then appraises and formally reviews to make decisions,
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A: The 3 different types of appraisal interviews are Tell and Sell, Tell and Listen, and Problem-Solving. In a Tell and Sell interview, the necessary include the ability to persuade the employee to change and the ability to motivate the employee to change. The reaction that can be expected from this interview is the development of new behaviors by the employee the use motivating incentives by the supervisors to encourage the employee. In a Tell and Listen interview, the appraiser must have the ability to communicate the strengths and weaknesses of an employee’s job performance during the first half of the interview, and during the second half, effectively listen and explore the employee’s feelings about the appraisal. After this type of interview, supervisors can expect that both they and the employee will get the chance to express any frustrations or issues they may have. Finally, in the Problem- Solving interview, appraisers must be able to listen, accept, and communicate to the feelings of employees. Appraisers must also be able to stimulate development of an employee through communication. After this interview, an appraiser can expect a reaction where the employee discusses his or her feelings, problems, and needs, while seeking guidance from the appraiser in growing and developing in the …show more content…
Managers should ask their employees questions, such as “What can I do to help?” or “How is working going?”. By asking questions, managers offer employees the opportunity to have their problems addressed and handled more expediently. A manager who asks questions also shows an employee that their supervisor will try to eliminate problems and create a more productive workplace. Second, instead of blaming employees for poor performance, managers should focus on actually solving the root of the problem. To solve a problem, there are often needs to be an analysis of the cause and possible solutions. Finally, managers should establish goals for themselves and their employees and follow up with people they have interviewed. By setting goals on how they will help their employees and improve their company, managers can build the strengths of the employee while also improving their weaknesses. Afterwards, by following up with employees periodically, a manager can know if the employee is improving in his or her performance, checking up on employees conveys that a manger is genuinely concerned about their employees. By following these suggestions I believe a manager can develop useful skills that can be implemented in a problem solving interview, which requires strong listening and communication
A: The 3 different types of appraisal interviews are Tell and Sell, Tell and Listen, and Problem-Solving. In a Tell and Sell interview, the necessary include the ability to persuade the employee to change and the ability to motivate the employee to change. The reaction that can be expected from this interview is the development of new behaviors by the employee the use motivating incentives by the supervisors to encourage the employee. In a Tell and Listen interview, the appraiser must have the ability to communicate the strengths and weaknesses of an employee’s job performance during the first half of the interview, and during the second half, effectively listen and explore the employee’s feelings about the appraisal. After this type of interview, supervisors can expect that both they and the employee will get the chance to express any frustrations or issues they may have. Finally, in the Problem- Solving interview, appraisers must be able to listen, accept, and communicate to the feelings of employees. Appraisers must also be able to stimulate development of an employee through communication. After this interview, an appraiser can expect a reaction where the employee discusses his or her feelings, problems, and needs, while seeking guidance from the appraiser in growing and developing in the …show more content…
Managers should ask their employees questions, such as “What can I do to help?” or “How is working going?”. By asking questions, managers offer employees the opportunity to have their problems addressed and handled more expediently. A manager who asks questions also shows an employee that their supervisor will try to eliminate problems and create a more productive workplace. Second, instead of blaming employees for poor performance, managers should focus on actually solving the root of the problem. To solve a problem, there are often needs to be an analysis of the cause and possible solutions. Finally, managers should establish goals for themselves and their employees and follow up with people they have interviewed. By setting goals on how they will help their employees and improve their company, managers can build the strengths of the employee while also improving their weaknesses. Afterwards, by following up with employees periodically, a manager can know if the employee is improving in his or her performance, checking up on employees conveys that a manger is genuinely concerned about their employees. By following these suggestions I believe a manager can develop useful skills that can be implemented in a problem solving interview, which requires strong listening and communication