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This is about supervisory skills and particularly dealing with the critical aspect of Coaching & Mentoring. Why there is a need of Coaching? Why every super star needs a Coach? Where a Coach can lead U to....? Feel free to contact me for field force effectiveness. GMT+5
This is about supervisory skills and particularly dealing with the critical aspect of Coaching & Mentoring. Why there is a need of Coaching? Why every super star needs a Coach? Where a Coach can lead U to....? Feel free to contact me for field force effectiveness. GMT+5
ReadySetPresent (Coaching PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Being capable of coaching is an important skill that can transform a manager’s scope of influence. 100+ PowerPoint presentation content slides. Coaching PowerPoint Presentation Content slides include topics such as: 25 slides on the characteristics and skills of coaches, Benefits of coaching, techniques for coaching, 8 slides on the "we need to talk" coaching meeting, 10 slides on dealing with poor performance, avoiding coaching pitfalls, 20 slides on the 6- step coaching model, a 1 minute guide to praise/reprimands, discussing recurring problems, 20+ slides on modeling coaching behavior, building a coaching atmosphere and assessing your coaching style. Learn how to utilize open and closed questions, how to's and more!
Bridge Knowle "YEAR END PERFORMANCE APPRAISAL" WorkshopKenny Ong
Bridge Knowle "YEAR END PERFORMANCE APPRAISAL" Workshop
November, KL
• Know the Importance of planning, preparing, and structuring the performance appraisal
• Learn how to listen, question and give clear and specific feedback
• Handle performance problems and sensitive issues effectively
• Review performance objectives so you can provide specific feedback describing the gap between expected and actual performance
• Avoid common pitfalls when conducting the appraisal
• Create Individual Development Plans with your staff
• Monitor and review progress of objectives and development plans between review meetings
• Develop your feedback skills to motivate staff between appraisal meetings
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http://www.foreignstaffing.com/employers/global-business-resources/global-ebooks-from-foreign-staffing/employee-performance-reviews-in-foreign-countries
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Bridge Knowle "YEAR END PERFORMANCE APPRAISAL" WorkshopKenny Ong
Bridge Knowle "YEAR END PERFORMANCE APPRAISAL" Workshop
November, KL
• Know the Importance of planning, preparing, and structuring the performance appraisal
• Learn how to listen, question and give clear and specific feedback
• Handle performance problems and sensitive issues effectively
• Review performance objectives so you can provide specific feedback describing the gap between expected and actual performance
• Avoid common pitfalls when conducting the appraisal
• Create Individual Development Plans with your staff
• Monitor and review progress of objectives and development plans between review meetings
• Develop your feedback skills to motivate staff between appraisal meetings
Employee performance reviews or appraisals have been used in the United States for decades. Typically they are done annually and are used to evaluate how an employee is improving in his/her job field, learning, or if he/she should receive a promotion. If done well, appraisals can boost an employee’s confidence, morale, teamwork, and focus. In the U.S. these reviews, appraisals, evaluations, or assessments are pretty cut and dry. They focus on quality, quantity, and effectiveness. However, each company has a different system or structure it uses to rank and analyze, and various ways in which to go about the evaluation. Usually these appraisals are done by supervisors or a representative from the human resource department who analyzes each employee and assigns a score based on the employee’s performance over the prior year.
Foreign Staffing Inc., is unique because it collaborates with companies and organizations on a global scale. In order to better understand the diversity of the performance evaluation system in several countries, extensive research has been complied in this e-book representing our findings. What follows is a description of 23 different countries and how they use their employee performance evaluation systems.
http://www.foreignstaffing.com/employers/global-business-resources/global-ebooks-from-foreign-staffing/employee-performance-reviews-in-foreign-countries
THE PRESENTATION FOCUSES ON THE IMPORTANCE, PROS, CONS AND IMPACT OF THE EMPLOYEES RETENTION AND SEPARATION. ALSO HIGHLIGHT SME STRATEGIES FOR APPROVING THE RIGHT WAY TO DO IT.
Performance appraisal of 5 companies done by shweta-bebartaShweta Bebarta
It is a PPT which describes briefly about Performance appraisal process of 5 companies. they are - TCS, GENERAL ELECTRIC, SAP, BIG BAZAAR and TITAN. These 5 companies, which process they have adopted for appraisal and why it is good for the company?
HRM and TQM is have directly relation when select the require qualified and experience selected them so that they have easy to under standard the system provide quality result. Due to this improve the productivity and have competitive result. So that HR department is the back bone of the organization building and structure.
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Getting The Best Out Of Your People - webinarG&A Partners
In today's business environment business owners must understand what motivates their employees so that they can reduce turnover and absenteeism, boost individual performance and create customer loyalty to ensure the long term success of the company. Jose Laurel takes an in-depth look at strategies that will help you align and manage goals, document performance and develop a plan for the Performance Management Process.
Sharpen existing tools or get a new toolbox? Contemporary cluster initiatives...Orkestra
UIIN Conference, Madrid, 27-29 May 2024
James Wilson, Orkestra and Deusto Business School
Emily Wise, Lund University
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f you offer a service on the web, odds are that someone will abuse it. Be it an API, a SaaS, a PaaS, or even a static website, someone somewhere will try to figure out a way to use it to their own needs. In this talk we'll compare measures that are effective against static attackers and how to battle a dynamic attacker who adapts to your counter-measures.
About the Speaker
===============
Diogo Sousa, Engineering Manager @ Canonical
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This presentation by Morris Kleiner (University of Minnesota), was made during the discussion “Competition and Regulation in Professions and Occupations” held at the Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found out at oe.cd/crps.
This presentation was uploaded with the author’s consent.
3. INTRODUCTION
Employee are the strength of an
organization. They are the prime contributor to
its success:
• Motivation
• Teamwork
• Training and mentoring
• Recognition and reward
• Feedback and performance appraisal
• Empowerment
4. EMPLOYEE MOTIVATION
HYGIENE THEORY
• The company
• Its policies and administration
• The kind of supervision the receive while on
the job
• Working condition
• Salary
• Status
• Security
5. MOTIVATION
• Recognition for achievement
• Achievement
• Interest on task
• Responsibility for enlarge task
• Growth and advancement to high level task
6. TEAMWORK
Management’s role enabling teamwork :
• Responsibility
• Authority
• Accomplishing the task
• Criteria of measurement of the work output
7. TEAMWORK
Results in win – win situation
Win – win situation demands each employees
respects the view of other employees and regards
the self – esteem of all the colleagues in the team.
To summarize, the team can have the benefits,
if they work for win –win situation.
• Achieve dramatic results, which individual can’t
• Make best use of skill of each member of the
team
• Make right decision
• Get more enjoyment and job satisfaction
8. The problem of win – lose are mentioned
below
• Waste time
• Creates conflict
• stops people listening
• Spoils happiness and health of the team
member
9. EFFECTIVE COMMUNICATION
In every organization, communication is a
three way process for each employee given
below :
• Employee working for supervisor / manager
• To the person working for his subordinate/
junior employees
• To the person one who works with, peers,
counterpart, customers and suppliers ( both
internal and external )
10. • Necessity for communicating upwards
Upward communication means communicating with
seniors.
• Communicating with seniors
Every employee should communicate with juniors. The
junior employee will not have the same education,
experience and expertise as that of the senior. Therefore, the
senior has to communicate with the junior with patiently
and in detail.
• Communicating with peers
Communication with peer is equally important. This has
assumes significance since the organization has to establish
customer supplier relationship to practice TMQ.
11. TRAINING AND MENTORING
Necessity for orientation training
The orientation training should help the
employee to understand in particular :
• Objectives of the organization
• Requirements and expectation from his team
• His role
• His authority
• The know – how and know – why of the jobs to be
undertaken on day to day basis
• Familiarity and skills in operating the tools or
machinery connected with the job in hand.
12. Experienced Recruits need more orientation
This is a reluctant on the part of the
management to send employee for training
due to some reason :
• Excessive workload in the organization ,which
does not permit sending them for training.
• Non – availability of appropriate training
course.
• Fear of migration of employee after training.
13. PDCA for training
Though training contributes to the
prosperity of an organization, it also cost
money. Therefore , PDCA should be used for
training the employee in an organization.
• Plan for training
• Provide training
• Measure training effectiveness
• Improve training effectiveness
14. RECOGNITION AND REWARD
It is important to recognize achievement of
employees , customer and supplier. Every
employer or customer as to meet requirements
to satisfy his customers. However there would
be a few team, and few supplier which will
excel in their contribution . Meeting customers
requirements is not enough for recognition .
Exceeding customers requirement and
satisfying customer, whether internal or
external can be considered as an achievement.
15. Select a few best performer
The attribute for selection of best
performing employee are given below:
• Commitment
• Creativity
• Flexibility
• Adaptability
• Determination
• Responsibility
16. TYPES OF AWARDS
The organization should select the award
appropriately. It could be appreciation in an
annual meeting, certificates and cash awards.
No matter what is the type of award t, the
employee will be definitely motivated.
However the organization should be consistent
in giving the awards.
17. Enables happiness all around
The recognition and reward should help the
organization amongst all the employees. It
should not lead to bitterness among employee
and should not demotivates them .Hence,
before venturing into recognition program the
management has to give considerable thought
and then only finalize the strategy for
recognition and award.
18. FEEDBACK AND PERFORMANCE APPRAISAL
Feedback essential for both employee and
management
It is more humane to be curious to know about
the result of an action. Actions, are taken not only by
management, but also by junior members in the
organization. Therefore, both the management and the
employee should look forward for getting a feedback
on the action taken, the employee from the
management and vice versa, in the interest of
improving quality continuously.
19. Management should seek feedback
One of the responsibility of the
management is to seek feedback. The
management should therefore adopt stable
strategies to get the right feedback from the
employee and customer.
Management By Walking Around (MBYA)-
Concept advocated by Tom Peters to get the
feedback. It should be practised in the right
manner to get desired result.
20. Feedback
Every employee in the organization should receive a
feedback on the quality of his output . Quality does not only
mean conformance of the product or service to the
requirement, but also timeliness , behavioral requirements and
all the attribute TQM.
Giving appropriate feedback
When a feedback is given, it should be the most
appropriate. The feedback should never be
exaggerated or under played, it should be a correct
feedback.
21. Continuous feedback
Like continuous improvement, feedback
should also be given continuously.
The feedback will be never ending for any
of the supervisory persons, since the system
will try to drift away from the set goal often
and the management will be required to correct
the system through the feedback mechanism.
22. PERFORMANCE APPRAISAL
Performance Appraisal is used for the
development of the employees.
Report should be used by the management,
for various purpose :
• Promotion
• Granting of additional increment
• Training the employees
• Reallocation of duties
23. EMPOWERMENT
• Empowerment and ownership are synonymous.
• Empowerment of employees is one of the latest
management techniques deployed to result in continuous
improvement in the organization.
• Empowerment means involvement of all employees for
improvement of processes on continual basis.
• Empowerment is just the opposite of strict hierarchical
“do what I say ” approach in the organization.
• Empowerment means transfer of responsibility of
satisfying customer to employee. It means that the
employees owns the process of satisfying the customer.
24. EMPOWER TEAMS, NOT INDIVIDUAL
A team of employees will be empowered not
the individual. Even when a individual is
empowered, it is done so in a capacity as a
coordinator of the team. It is not personal to
individual.
• Team has to achieve the objectives set forth by the
management.
• The team has to identify the best course of action.
• The team has to take decision on its own within
its own boundaries.
• The team function in a democratic manner to
achieve success.
25. STEPS INVOLVED IM EMPOWERING
The following steps are involved in the
operation of self managed team:
• Agree on what they will produce and carry on.
• Decide how to organize a team.
• Decide on flow of work.
• Audit the process.
• Decide on improvement and restart.
26. FUNDAMENTAL REQUIREMENTS OF
MANAGEMENT FOR SUCCESSFUL
EMPOWERMENT
• Accept that team work is more beneficial and hierarchical
management.
• Investment and money on the team building and training
before empowerment.
• Be prepare to spend more tome on the initial stage and
later on to listen to the problems of the team members.
• Prepare to wait patiently for the success of empowered
team.
• Provide support and tools wherever required for problem
solving.
• Provide communication infrastructure, information
technology infrastructure for the team to carry on the task
without difficulty.