The document provides a summary of a training course on Word 2013 - Part 3 held on December 9, 2015. It includes ratings from four students on various aspects of the course such as the instructor, courseware, learning effectiveness, and environment. All aspects rated received an average score of 9 out of 10 or higher. One student commented that the instructor was "most excellent." The summary also notes that all four students who completed the evaluation form said they would recommend New Horizons to others.
Review the video The Performance Review Process” then answer the .docxronak56
Review the video “The Performance Review Process” then answer the following two questions using the question and answer (Q&A) format; in other words, include the original question along with your response.
Within your post, support your responses with information from at least one peer-reviewed/scholarly source (not older than 3-5 years) from CSU-Global online library or the Internet, and provide the full citation at the end. Use APA guidelines to format your references.
1. What are the principal components of an effective performance appraisal system?
2. How can a performance appraisal system effectively address employee-related challenges in the workplace such as performance problems, unsatisfactory conduct, and/or violations of policies?
This is the video transcript of video
- Suppose you're an employee who's just been told by your boss that it's time for your annual review. Suddenly, you're overcome with a deep sense of dread and foreboding. You think you've had a pretty good year but suppose the boss doesn't see things the way you do.More importantly, how will the boss's judgment affect the pay raise you're expecting? If pay for performance means anything, it means that there needs to be some judgment by a person in authority about your performance so they can tie that judgment to decisions about pay.
So I want to help you understand how organizations link pay to performance through performance reviews. In the US, about 90% of all organizations use performance reviews as a basis for pay decisions yet over the last decade, there have been vast changes in how reviews are done and how frequently they are done. At a general level, reviews serve as a basis for management decisions such as whom to promote, whom to let go or how to make adjustments in pay and to provide constructive feedback to help employees improve their performance.
Some organizations make performance reviews an annual event. However, when they do that, it's impossible to separate discussions about professional growth and development from discussions about pay adjustments. Employees tend to focus on the pay adjustments and often get defensive when the boss says anything negative about their performance. Today, we recognize that performance reviews for pay purposes are part of a larger, more frequent process of performance management.
Just like coaching in sports, the objective of performance management is to offer feedback about your performance to help you get better.Many companies have moved to more frequent check-ins, daily, weekly or monthly so that there are no surprises. If there are no surprises during employees' pay reviews then there's little reason to get defensive. The discussion can focus exclusively on the reasons for the decision about your pay.
There are practical advantages for managers to provide more frequent feedback including higher employee retention, higher customer satisfaction, higher levels of employee commitment and increased profits. Okay, by no ...
Analytics4Action Evaluation Framework: A Review of Evidence-Based Learning An...Avinash Boroowa
Rienties, B et al 2015 Analytics4Action Evaluation Framework: A Review of Evidence-Based
Learning Analytics Interventions at the Open University UK. Journal of Interactive Media in
Education, X(X): X, pp. 1–11, DOI: http://dx.doi.org/10.5334/jime.az
Review the video The Performance Review Process” then answer the .docxronak56
Review the video “The Performance Review Process” then answer the following two questions using the question and answer (Q&A) format; in other words, include the original question along with your response.
Within your post, support your responses with information from at least one peer-reviewed/scholarly source (not older than 3-5 years) from CSU-Global online library or the Internet, and provide the full citation at the end. Use APA guidelines to format your references.
1. What are the principal components of an effective performance appraisal system?
2. How can a performance appraisal system effectively address employee-related challenges in the workplace such as performance problems, unsatisfactory conduct, and/or violations of policies?
This is the video transcript of video
- Suppose you're an employee who's just been told by your boss that it's time for your annual review. Suddenly, you're overcome with a deep sense of dread and foreboding. You think you've had a pretty good year but suppose the boss doesn't see things the way you do.More importantly, how will the boss's judgment affect the pay raise you're expecting? If pay for performance means anything, it means that there needs to be some judgment by a person in authority about your performance so they can tie that judgment to decisions about pay.
So I want to help you understand how organizations link pay to performance through performance reviews. In the US, about 90% of all organizations use performance reviews as a basis for pay decisions yet over the last decade, there have been vast changes in how reviews are done and how frequently they are done. At a general level, reviews serve as a basis for management decisions such as whom to promote, whom to let go or how to make adjustments in pay and to provide constructive feedback to help employees improve their performance.
Some organizations make performance reviews an annual event. However, when they do that, it's impossible to separate discussions about professional growth and development from discussions about pay adjustments. Employees tend to focus on the pay adjustments and often get defensive when the boss says anything negative about their performance. Today, we recognize that performance reviews for pay purposes are part of a larger, more frequent process of performance management.
Just like coaching in sports, the objective of performance management is to offer feedback about your performance to help you get better.Many companies have moved to more frequent check-ins, daily, weekly or monthly so that there are no surprises. If there are no surprises during employees' pay reviews then there's little reason to get defensive. The discussion can focus exclusively on the reasons for the decision about your pay.
There are practical advantages for managers to provide more frequent feedback including higher employee retention, higher customer satisfaction, higher levels of employee commitment and increased profits. Okay, by no ...
Analytics4Action Evaluation Framework: A Review of Evidence-Based Learning An...Avinash Boroowa
Rienties, B et al 2015 Analytics4Action Evaluation Framework: A Review of Evidence-Based
Learning Analytics Interventions at the Open University UK. Journal of Interactive Media in
Education, X(X): X, pp. 1–11, DOI: http://dx.doi.org/10.5334/jime.az
1. Class Summary
Run By: Carrie Williams (cwilliams@nhsocal.com) MTM Tool: Class Summary
Date Run: Dec 19 2015 From Saved Query: No
Date: Dec 9 2015 Instructor(s): Williams Course: Word 2013 Part 3
Learning Provider: New Horizons Southern California Location: New Horizons Tucson (Learning Partner) Client: Public Class
Summary
Student Instructor Courseware Business Results Additional Questions
Learning
Effectiveness Environment
A N O N Y M O U S 4 6 3 9 5 9 4 6 8.80 9.00 9.00 9.00 9.00 9.00
A N O N Y M O U S 4 6 4 2 5 1 9 3 9.00 9.00 9.00 9.00 9.00 9.00
ctfrancis21c@yahoo.com 9.00 9.00 9.00 9.00 9.00 NaN
mykemioluwole@yahoo.com 9.00 9.00 9.00 9.00 9.00 9.00
Average 8.95 9.00 9.00 9.00 9.00 9.00
Summary (cont)
Student Average
A N O N Y M O U S 4 6 3 9 5 9 4 6 8.94
A N O N Y M O U S 4 6 4 2 5 1 9 3 9.00
ctfrancis21c@yahoo.com 9.00
mykemioluwole@yahoo.com 9.00
Average 8.98
Instructor
Student
The instructor was
knowledgeable about the
subject.
Participants were
encouraged to take part
in class discussions. Instructor overall
The instructor''s
presentation skills were
adequate.
The instructor provided realworld
experiences and examples. Average
A N O N Y M O U S 4 6 3 9 5 9 4 6 9.00 9.00 9.00 8.00 9.00 8.80
A N O N Y M O U S 4 6 4 2 5 1 9 3 9.00 9.00 9.00 9.00 9.00 9.00
ctfrancis21c@yahoo.com 9.00 9.00 9.00 9.00 9.00 9.00
mykemioluwole@yahoo.com 9.00 9.00 9.00 9.00 9.00 9.00
Average 9.00 9.00 9.00 8.75 9.00 8.95
Courseware
Student
Clarity of the training
content
Technical depth of the
training content
The material was
organized logically.
Effectiveness of the labs
in reinforcing the
knowledge/skills learned
in the modules
Relevance of the
labs to real world
job situations
Time dedicated to activities
such as discussions,
practices, and labs (as
opposed to lecture)
A N O N Y M O U S 4 6 3 9 5 9 4 6 9.00 9.00 9.00 9.00 9.00 9.00
A N O N Y M O U S 4 6 4 2 5 1 9 3 9.00 9.00 9.00 9.00 9.00 9.00
ctfrancis21c@yahoo.com 9.00 9.00 9.00 9.00 9.00 9.00
mykemioluwole@yahoo.com 9.00 9.00 9.00 9.00 9.00 9.00
Average 9.00 9.00 9.00 9.00 9.00 9.00
Courseware (cont)
Student
Language quality of the
courseware (grammar,
terminology, style) Average
- 1 / 6 -
2.
A N O N Y M O U S 4 6 3 9 5 9 4 6 9.00 9.00
A N O N Y M O U S 4 6 4 2 5 1 9 3 9.00 9.00
ctfrancis21c@yahoo.com 9.00 9.00
mykemioluwole@yahoo.com 9.00 9.00
Average 9.00 9.00
Business Results
Student
This training will
improve my job
performance. Average
A N O N Y M O U S 4 6 3 9 5 9 4 6 9.00 9.00
A N O N Y M O U S 4 6 4 2 5 1 9 3 9.00 9.00
ctfrancis21c@yahoo.com 9.00 9.00
mykemioluwole@yahoo.com 9.00 9.00
Average 9.00 9.00
Additional Questions
Student
How well did this
training meet your
expectations? Average
A N O N Y M O U S 4 6 3 9 5 9 4 6 9.00 9.00
A N O N Y M O U S 4 6 4 2 5 1 9 3 9.00 9.00
ctfrancis21c@yahoo.com 9.00 9.00
mykemioluwole@yahoo.com 9.00 9.00
Average 9.00 9.00
Learning Effectiveness
Student
I have learned new
knowledge/skills from
this training. Average
A N O N Y M O U S 4 6 3 9 5 9 4 6 9.00 9.00
A N O N Y M O U S 4 6 4 2 5 1 9 3 9.00 9.00
ctfrancis21c@yahoo.com 9.00 9.00
mykemioluwole@yahoo.com 9.00 9.00
Average 9.00 9.00
Environment
Student
The physical
environment was
conducive to learning.
The hardware was setup
and functioning
appropriately. Average
A N O N Y M O U S 4 6 3 9 5 9 4 6 9.00 9.00 9.00
A N O N Y M O U S 4 6 4 2 5 1 9 3 9.00 9.00 9.00
ctfrancis21c@yahoo.com NaN
mykemioluwole@yahoo.com 9.00 9.00 9.00
Average 9.00 9.00 9.00
Comments
Instructor
Comments: (Instructor)
ctfrancis21c@yahoo.com Instructor was..."most excellent!"
- 2 / 6 -
3. User Information
First Name
ctfrancis21c@yahoo.com Cordia
mykemioluwole@yahoo.com Kemi
A N O N Y M O U S 4 6 3 9 5 9 4 6 Christina
A N O N Y M O U S 4 6 4 2 5 1 9 3 REY
Last Name
ctfrancis21c@yahoo.com Francis
mykemioluwole@yahoo.com Osilesi
A N O N Y M O U S 4 6 3 9 5 9 4 6 Gonzalez
A N O N Y M O U S 4 6 4 2 5 1 9 3 Rodriguez
Phone Number
ctfrancis21c@yahoo.com 9015051104
mykemioluwole@yahoo.com 310 503 2515
A N O N Y M O U S 4 6 4 2 5 1 9 3 6192447445
What was your main objective for completing this training?
ctfrancis21c@yahoo.com Prepare for a career change
mykemioluwole@yahoo.com Build new skills and knowledge (not related to a new software deployment)
A N O N Y M O U S 4 6 3 9 5 9 4 6 Prepare for a career change
A N O N Y M O U S 4 6 4 2 5 1 9 3 Build new skills and knowledge (not related to a new software deployment)
Courseware
What suggestions do you have for enhancing the courseware?
ctfrancis21c@yahoo.com Ensure that the audio/visual is uninterrupted.
Overall Satisfaction
Overall, how satisfied are you with this training course? (check only one) [Student Data]
ctfrancis21c@yahoo.com Very satisfied
mykemioluwole@yahoo.com Very satisfied
A N O N Y M O U S 4 6 3 9 5 9 4 6 Very satisfied
A N O N Y M O U S 4 6 4 2 5 1 9 3 Very satisfied
Business Results
Based on your response to the prior question, estimate how much of the improvement will be a direct result of this training.
ctfrancis21c@yahoo.com 100%
mykemioluwole@yahoo.com 70%
A N O N Y M O U S 4 6 3 9 5 9 4 6 100%
A N O N Y M O U S 4 6 4 2 5 1 9 3 30%
Estimate how much you expect your job performance related to the course subject matter to improve in the next 12 months.
- 3 / 6 -
4. Include in your estimate any performance improvements due to this training, as well as all other factors like onthe job
experience, incentives, and process improvements. (For example, if you feel that you can improve your performance by
20% in the next 12 months based on this training plus all other factors, enter 20% here.)
ctfrancis21c@yahoo.com 100%
mykemioluwole@yahoo.com 30%
A N O N Y M O U S 4 6 3 9 5 9 4 6 100%
A N O N Y M O U S 4 6 4 2 5 1 9 3 30%
If you think this training will have a positive impact on your job performance, what areas will be impacted most? Check all
that apply.
ctfrancis21c@yahoo.com increasing quality
ctfrancis21c@yahoo.com increasing productivity
ctfrancis21c@yahoo.com increasing sales
ctfrancis21c@yahoo.com increasing ability to innovate
ctfrancis21c@yahoo.com decreasing time to complete task(s)
ctfrancis21c@yahoo.com increasing customer satisfaction
ctfrancis21c@yahoo.com increasing employee satisfaction
mykemioluwole@yahoo.com increasing quality
mykemioluwole@yahoo.com increasing productivity
A N O N Y M O U S 4 6 3 9 5 9 4 6 increasing quality
Additional Questions
Is this your first time at New Horizons?
ctfrancis21c@yahoo.com No
mykemioluwole@yahoo.com No
A N O N Y M O U S 4 6 3 9 5 9 4 6 No
A N O N Y M O U S 4 6 4 2 5 1 9 3 No
Would you recommend New Horizons to others?
ctfrancis21c@yahoo.com Yes
mykemioluwole@yahoo.com Yes
A N O N Y M O U S 4 6 3 9 5 9 4 6 Yes
A N O N Y M O U S 4 6 4 2 5 1 9 3 Yes
Other classes you are interested in taking:
ctfrancis21c@yahoo.com Outlook, Excel 3, Power Point
mykemioluwole@yahoo.com Excel
Comments/Suggestions to improve your experience:
ctfrancis21c@yahoo.com Great class with an exemplary instructor.
Would you be willing to provide a public quote about your experience taking this course?
ctfrancis21c@yahoo.com Yes
mykemioluwole@yahoo.com No
A N O N Y M O U S 4 6 3 9 5 9 4 6 No
A N O N Y M O U S 4 6 4 2 5 1 9 3 No
- 4 / 6 -
5. Return on Investment
Would you like to be notified about advanced or complementary courses?
ctfrancis21c@yahoo.com Yes
mykemioluwole@yahoo.com Yes
A N O N Y M O U S 4 6 3 9 5 9 4 6 No
A N O N Y M O U S 4 6 4 2 5 1 9 3 Yes
Job Impact
What percent of your total work time requires the knowledge or skills presented in this training? Please check only one.
ctfrancis21c@yahoo.com 90%
mykemioluwole@yahoo.com 30%
A N O N Y M O U S 4 6 3 9 5 9 4 6 100%
A N O N Y M O U S 4 6 4 2 5 1 9 3 30%
Response Rate
Form Type Evaluations
Sent
Evaluations
Received
Response
Rate
Post Event 4 4 100.00%
Report Recommendations
Interpreting the Report
Below are tips to help you understand the information in the report. For additional information, please click the Help tab above the report.
Summarizes scores from each student for selected question categories and questions; compare and analyze scores for all students that completed evaluations.
Student comments provide additional insight into the scores displayed within the report.
Determine the students’ overall perceived value derived specifically from training to proactively manage future training events.
Recommended Actions
Below are recommended next steps to take after reviewing the information in this report. Additionally, you'll find links to automatically run complementary reports for
drillingdown further into the data or analyzing the information in another way.
If any learner rated the class much lower than others, and the learner provided an email address, follow up with that person to gather additional feedback regarding the
scores. Share that feedback with instructor and course managers as areas for improvement.
If any learner rated the class much higher than others, especially in the areas of job impact or business results, follow up with those learners to gether additional feedback
on how they were able to maximize their use of what they learned on the job. Share this feedback with course managers to ensure they share the knowledge with future
learners to maximize job impact and business results.
Schedule this report to be emailed automatically to the course and instructor managers on a daily basis so they are able to review performance on a regular basis.
Recommended Links
Run the Learner Comments report to review all the qualitative feedback for specific approaches to make the learning more effective and impactful.
Run the Quick Question report to summarize the scalebased and multiplechoice answers for all of the evaluations.
Run the Performance to Goals report to view how these results compared to your goals.
Report Criteria
Reporting Date: Dec 1 2015 to Dec 31 2015
Form Type: Follow Up;
Instructor Survey;
Post Event
Category: Additional Questions;
Business Results;
Courseware;
- 5 / 6 -
