...qwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwer...
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...Exercise #61 Item #1 Tom, I would like to have a meeting with yourself and your supervisor to review the evaluation. Are you available on Friday at 10:00 am? Sincerely, Jane Smith HR Department Additional Action: I will email Tom Morrison’s boss and discuss the evaluation with him. I hope that in my discussion I will discover that he has set forth a course of action to discus training and performance goals with this employee in achieving a stronger performance review in the future. (Mathis, Robert, et al. pg. 357) I will be sure to discuss with him the dangers of rating patterns and contrast errors. It is important that the reviewers understand that they should steer clear of rating employees against each other and stick to rating employees to the performance standards. (pg. 358) When evaluating employees they will need to be careful they are not rating an employee by a pattern or “average.” (pg. 357) If an employee is new, there may be areas they are strong in and other areas where a coaching opportunity may be present, so it is important to give them accurate feedback. It is also important to note the benefits of giving appropriate positive review content and not to focus too much on the negative. Too often managers are guilty of sticking to the negative aspects, which discourages employees. This will only deflate them and result in loss of commitment. (Thompson) Item #2 Thank you for bringing this concern to our attention. I have discussed this situation with...
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...joined the group after meeting the three at an Eckel management seminar last year. Weekly get-togethers at Charley's have become a comfortable habit for the group and provide an opportunity to relax, exchange the latest gossip heard around the plant, and give and receive advice about problems encountered on the job. This week's topic of discussion: performance appraisal, specifically the company's annual review process, which the plant's management conducted in the last week. Each of the four managers completed evaluation forms (graphic rating scales) on all of his or her subordinates and met with each subordinate to discuss the appraisal. Tom: This was the first time I've appraised my people, and 1 dreaded it. For me, it's been the worst week of the year. Evaluating is difficult; it's highly subjective and inexact. Your emotions creep into the process. 1 got angry at one of my assembly workers last week, and 1 still felt the anger when 1 was filling out the evaluation forms. Don't tell me that my frustration with the guy...
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...2015 Performance Appraisals and evaluations are sensitive areas for managers and employees to discuss with each other and must be done correctly. Positive employee productivity can be the result of job satisfaction, organizational commitment, and work engagement on a positive review. A negative productivity report of an employee can be cynicism of the job and disengagement. (Youssef, 2012). A performance appraisal and evaluation can affect employees in different ways. There are many common outcomes that can result from performance appraisal and evaluations of an employee that organizations use to demonstrate the needs and goals of the company. Performance evaluations help to support salary increases, promotions, transfers, demotions and terminations. They help with communicating job performance status to subordinate employees and suggesting areas of improvement whether it is job knowledge and skills, behavior and attitude. They also allow the supervisor to counsel the employee and identify performance inadequacies. By successfully conducting an evaluation with questions and answers by supervisor and employee will establish areas of strengths and weaknesses. Strategic advantages of performance evaluations are forms of incentives to sustain a culture of rewarding employees based on their job performance. This establishes loyalty and commitment to the organization. Negative performances may lead to bad morale and terminations. (Youssef, 2012). Various appraisals...
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...Communication Plan My objective when communicating with the stakeholders is to persuade them to keep the Princeton's staff aboard, make sure that Princeton’s products stay consistent to ensure that the company keeps their long standing customers. Thinking from a business aspect my targeted audience would be stakeholders. To be more specific I would use financial stakeholders because they know about the companies goals for that year. External stakeholders range from investor to customers which are a wide variety of people that I can influence. By targeting the intermediate goals within the company, the company can eventually accomplish the external goals. Also by doing this the company is getting more done in an effective way. Moreover by setting goals for the employees that have just recently come aboard due to the merge there is no need to replace them. Stakeholders also provide guidance describing strategic plans in great detail. For the most part as I address the stakeholders I will discuss the importance of the new employee’s positive impact on the company. As far as the stakeholders in Saucer know the only thing they know is that Princeton needed this merge to stay in business. What they don’t know is the qualities that the employees of Princeton hold. Some of these employees may have department manager potential or even CEO potential. And since I am a product of that company it’s my job to inform them...
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...HLC’s jurisdiction. This discussion will compare the ways that each association defines, addresses, and approaches an educational institution’s learning assessments program during the accreditation process. Higher Learning Commission Defining Learning Assessments HLC defines learning assessment structure in terms of their stated criteria and core standards. Evidence listed for these core components provides a more detailed definition of learning assessments. As of 1 January 2013, HLC’s accreditation process will be built on 5 criteria. HLC directly addresses learning assessments in 2 of its 5 accreditation criteria. Criteria #3- Teaching & Learning: Quality, Resources & Support Criteria #4- Teaching & Learning: Evaluation & Improvement Because Criteria 3 and 4 have specific learning assessment applications they alone will be discussed further. HLC derives Core Components for each of the Criteria. Two Core Components for criteria 3 are specific to student learning assessment: A) The institution demonstrates that the exercise of intellectual inquiry and the acquisition, application, and integration of broad learning and skills are integral to its educational programs. B) The institution provides support for student learning and effective teaching. For purposes of illustration, evidence examples for these two Core Components (A and B) are: A1. The institution...
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...Speaker Notes Slide 1: Introduction: Today we will be addressing the advantages of implementing an employee performance evaluation program and look at the advantages to the company from its use. We will also be talking about succession planning which aligns itself neatly with the evaluation program. Often Employee evaluations are seen as something burdensome by managers and useless or unfair by the direct reports who have been evaluated. Today we will address some of these concerns and look specifically at: benefits of employee evaluations, pre-appraisal activities/benefits, proper delivery of appraisal results, using evaluations to build value for the company, follow up process and furthering employees’ career goals, what models are being used, and team performance vs. individual performance. The latter portion of today’s presentation will be about the career succession planning process, and like the evaluation system, how this helps both the employee and the company. Slide 2: What are the positive results from a well prepared and well delivered appraisal? If anyone has had the occasion to be evaluated by a supervisor in the work place I would ask you to dwell for a moment on how the message was delivered. All too often in my personal experience I was left wanting after the evaluation process was finished. I have also been asked to write my own appraisals of my performance because my manager was too busy or uninterested in providing feedback of my performance. This...
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...this time of evaluation, it is important for managers to thoroughly analyze each individual employee's quality of work as accurately as possible and without bias. The performance appraisal process can be difficult and is often dreaded by most managers. One of the major challenges that managers face when evaluating employees is accuracy. A manager may not recall (or witness) everything an employee has done, and he/she may have a certain bias towards particular employees that may positively or negatively impact an employee's evaluation. Case 7.1 presents a conversation between four managers, who work at Eckel Industries, discussing their views on the performance appraisal process and its complications. The tenure of the managers range from one to twelve years. During their discussion the topic of “fine-tuning” arises. Some of the managers shared that they have fine-tuned (giving an inaccurate rating/score; high or low) an employee's evaluation for the sake of motivating an employee to do better, achieve more, to quit, or to pass along an employee viewed as a problem to another department. The purpose of this case analysis is to evaluate the perspectives about performance appraisal presented by the managers in Case 7.1, discuss the point when “fine-tuning” evaluations becomes unacceptable distortion, and to discuss the steps I would take as vice president of human resources at Eckel Industries to reduce the practice of fine-tuning. The basic purpose of an evaluation is to provide...
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...employees. Performance is considered to be the productivity, attitude, behaviors, and team skills. When an organization rates their employees they are also looking at that evaluation as it contributes to the organizations objectives and goals. Performance appraisals are important to an organization because they impact the way an employee performs within that organization as a whole. There are multiple ways to approach a performance appraisals, without them companies would have no means to evaluate how their employees are contributing to their company. “Performance appraisal is the process through which employee performance is assessed, feedback is provided to the employee, and corrective action plans are designed. “ (Youssef, 2012) There are multiple factors to consider when deciding to conduct a performance appraisal on an employee. The most important being how will the appraisal be conducted. It must be decided whether or not the evaluations will be conducted by the company itself, or will the organization hire out a company to do the evaluating. Will the employee rate themselves, will the supervisors rate the employees or vice versa, or will other team members evaluate their co-workers. Most organizations use a mixture of these options to get a well-balanced evaluation. The next step is to define the evaluation process, there are six steps to the process. The first step is to clearly set out the levels of performance that the organization expects their employees to meet. Next...
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...decisions that affect an employee’s working conditions are administrative purposes while decisions that work toward improving the performance standards are for developmental purposes Slide 3: Positive Results from a Performance Appraisal * When done correctly, performance appraisals can help develop an effective employee and improve their performance levels (Gomez-Mejia 2010). Positive performance appraisals also establish performance strategies that set the company apart from it’s competition (Gomez-Mejia 2010). Measurement standards like quality and timeliness can help a company strategically meet the needs of their consumers. Results from a performance appraisal can also provide evidence for selection systems in the situation of a termination of an employee. Slide 4: Pre-Appraisal Activities * One of the first steps in the appraisal process is to determine the performance dimensions. Dimensions are “an aspect of performance that determines effective job performance’ (Gomez-Mejia 2010). Quality of work, quantity of work and interpersonal effectiveness are examples of dimensions. It is important for each company to determine their own dimensions based on the job that the each employees is...
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...Annual Performance Review Employee Name Cathy Smith Title HR Receptionist Date of Review Period 2010 Supervisor Name Department Human Resource Exceeds Expectations = 5 [employee has exceeded objective, time and quality] More Than Satisfactory = 4 [employee has slightly exceeded either time and/or quality] Satisfactory = 3 [employee has met objective, may be just under objective on time and quality] Less Than Satisfactory = 2 [employee has not met objective on either time or quality] Needs Improvement = 1 [employee far below on both time and quality] Task Objective/Measurement Results Comments Ranking Typing 96% accuracy 90% Employee is very close to meet an objective 3 Complete within 48 hours of submission Within 24 hours Employee has largely exceeded time objective 5 Filing 98% accuracy 82% Employee is close to meet an objective 2 Complete by end of the day By end of each week Employee needs to improve to complete an objective in timely manners 1 Answer phones Answer within 3 rings Within 2 rings Employee has slightly exceeded this requirement 4 Screens calls Forwards all calls Employee needs to improve and screen calls before forwarding 1 Provide messages upon return or availability of staff Messages not always given to staff Employee needs to improve and give staff messages at all times immediately. 1 Provide information Provide prompt and accurate information Customers often request to speak to someone else Employee needs to improve customer...
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...Director Performance Evaluation Introduction In the world today, corporations go through a lot of red tape when developing a business. There are certain rules and regulations that should be followed. Detailed in the report will consist of the improvement of leadership evaluation in order to assist in building a successful healthcare organization. Discussions will also include the expectations of the employees and the work practices and procedures that will be obligatory. In developing the leadership evaluation management must consider language, decision-making and daily work practices. An initiative to measure and meet all necessary performance objectives must involve major improvements of the healthcare processes. The following Performance Management’s Key Components are a must with the implementation process. Planning – Set goals and measurements to communicate the company’s requirements. Developing – Address and improve performance Monitoring – Observe productivity. Does the employee comprehend the tasks being implemented? Rating – rate the performance of the employee. Rewarding – compensate and award staff When conducted properly, evaluations serve that purpose by: (1) showing employees how to improve their performance, (2) setting goals for employees, and (3) helping managers to assess subordinates' effectiveness and take actions related to hiring, promotions, demotions, training, compensation, job design, transfers, and terminations (Kennedy, 1999). In implementing...
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...Training and Development Training and Education in Health Care Training and education are vital in health care for many reasons, including the proper initiation of policies, procedures, laws and regulations, as well as due diligence. Being properly trained and educated in any particular position within the health care industry allows employees the opportunity to confidently and appropriately initiate their daily duties, help teach others the proper ins and outs of the company, and help them to feel competent in how they perform in general. Competencies According to Gomez-Mejia, Balkin, and Cardy (2010), competencies are characteristics associated with successful performance. In order to have said competencies, one must go through the proper training and get the required amount of education required to perform successfully on the job. Some companies will offer on-the-job training and teaching while others prefer to see a certain level of degree from an accredited college or university. There are also options in some companies where a mix of training, education, and on the job experience will suffice. Some of the options for training are classroom training, external or internal training courses, role playing exercises, distance learning (online), and behavioral training, to name a few (Training And Learning Development", 1995-2010). Competencies are made up of knowledge, skills, abilities, proper management of work duties, and character and commitment...
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...Kiley Overholt HCS/455 June 24, 2013 Elaine Bobo Legislative and Implementation In health care there are five stages involved when policies are introduced into the health care system. Policies are at a constant pace of being reviewed to better the health care system, with each one having an effect on the changes in health care. Since each stage takes special consideration before policies are proposed and accepted, in this paper we will talk about two, the Legislative and Implementation stages. Legislative The Legislative phase is similar to the steps of passing a bill; with the exception that it is only for the health care aspect. It all begins with an idea in which evolves into something more, where steps are to be taken in order to get the policy into action. Congress is involved in this phase to help legislative officers in making executive decisions by offering guidance on actions. The Office of Legislative Policy and Analysis (OLPA) “helps by providing information and advice on Congressional actions that affect those involved” (Office of Legislative Policy and Analysis (ofm)-Other Related Resources”,). The functions that are involved to help support during the process is: • “To serve as the principle legislative with the congress, and other Federal agencies • Prepare if there is need to testify • Analyzes pending legislation • Monitor and keep those involved informed • Brief members of Congress and staff;...
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...Policy evaluation can be better defined as a process by which general judgments about quality, goal attainment, program effectiveness, impact, and costs can be determined. It is an assessment of whether a set of activities implemented under a specific policy has achieved a given set of objectives. Once public policy has been operationalized through the formal adoption of laws, rules, or regulations, and the bureaucracy has taken action to implement the policy, some form of evaluation needs to be accomplished to determine if the policy has achieved the desired outcome or impact. Public policy represents the expenditure of limited public resources and or restrictions on certain types of individual or organizational behavior. Consequently, the public has a right to expect that their government officials are accountable for the validity, efficiency, and effectiveness of those policies. Policy evaluation is therefore an absolutely critical stage in the policy process whereby we can determine whether a policy’s effects are intended or unintended and whether the results are positive or negative for the target population and society as a whole. In essence, policy evaluation is the process used to determine what the consequences of public policy are and what has and has not been achieved. Elected officials, policy makers, community leaders, bureaucrats, and the public want to know what policies work and what policies don't, and the purpose of evaluation is to determine whether an implemented...
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