Industry evaluation form(1)
•
0 likes•341 views
This document contains an evaluation form for rating an alumni's performance in various areas including effective communication, teamwork, compliance with policies and procedures, professional ethics, reporting, technology literacy, and overall performance. The form requests contact information for the alumni and their rater, and includes a 5-point rating scale for each category, as well as space for comments and recommendations. Upon completion, the form is to be returned to Politeknik Sultan Azlan Shah for their records.
Report
Share
Report
Share
Download to read offline
Recommended
Supportive supervision
1). Supportive supervision is a process that uses constructive feedback and dialogue to help staff improve performance in pursuit of an organization's mission, while also setting goals for growth.
2). It encourages open communication and building relationships to facilitate problem-solving and staff development. Regular monitoring of performance data and follow-ups are conducted.
3). Key aspects of supportive supervision include setting clear expectations, establishing SMARTER goals, using active listening skills, conducting regular planned supervisory visits, and follow-up activities to ensure recommendations are implemented.
5 Overview on Performance
This document provides an overview of performance and the performance appraisal process. It discusses that performance is based on abilities, motivation, and opportunity. The performance appraisal process involves 10 steps: 1) determining the purpose, 2) identifying limitations, 3) determining evaluators, 4) selecting methods, 5) training raters, 6) observing performance, 7) evaluating, 8) communicating results, 9) making personnel decisions, and 10) monitoring for fairness. It describes common appraisal methods like graphic rating scales, forced choice, and behavioral checklists. It also discusses potential errors in evaluation like halo effects, leniency/strictness, and personal biases.
Supervision in social work
This document discusses the key administrative functions of frontline social work supervisors. It outlines 10 core tasks of supervisors: 1) staff recruitment and selection, 2) inducting and placing new workers, 3) work planning, 4) work assignment, 5) work delegation, 6) monitoring, reviewing, and evaluating work, 7) coordinating work, 8) facilitating communication, 9) acting as an administrative buffer between clients/workers and higher administration, and 10) serving as an agent of change and liaising with the community. The supervisor aims to effectively implement organizational objectives through coordinating the efforts of social workers, while also advocating for reasonable workloads and changes to improve services.
engineearing managment
This document provides an introduction to management. It discusses that management involves five key functions - planning, organizing, staffing, directing and controlling - to achieve organizational goals efficiently using resources like people, money, machines and materials. Each function is described in detail, with planning covering determining objectives, types of planning, principles and steps. Organizing discusses division of work, assigning tasks, developing hierarchies and coordination techniques. Staffing, directing and controlling are also defined. The document also covers managerial skills, roles, types of managers and decision making.
Labor_Proficiency_Test
Muhammad Norharswaat Zahar is a 28-year-old draftsperson from Selangor, Malaysia. His responsibilities include preparing electrical drawings for engineers, being responsible for early stage product design, generating new and modified product designs for customers, and reporting design problems.
The document provides the results of Muhammad's labor proficiency test across various competencies including responsibility, self-management, leadership, motivation, social intelligence, autonomy, arbitration, and cooperation. It finds that he is generally responsible, performs better when organizing his own work, thinks rules and leadership are important, is motivated by risk and reward, can adapt socially, prefers asking others for solutions, can argue and defend ideas, and feels involved
Performance appraisal
This document discusses performance appraisal in nursing education. It defines performance appraisal as evaluating employee performance, sharing that information with employees, and finding ways to improve. Performance appraisal purposes from the employee perspective are to understand expectations, receive feedback on performance, improve, and receive rewards. From the organization's perspective, purposes are to review past performance, determine competence, identify strengths/weaknesses, provide feedback, select staff for advancement, and reduce grievances. Methods of appraisal include reports, notes, checklists, rating scales, ranking, and management by objective. Factors considered in nursing education appraisals include classroom management, updating knowledge, relationships, self-discipline, participation in other activities, and managerial ability. Potential
Job analysis and job design
Job analysis is a detailed study of jobs to understand their nature and determine the characteristics needed in employees. It involves collecting information on job duties, responsibilities, and requirements. The goals of job analysis include work simplification, setting performance standards, and supporting other HR functions like recruitment, selection, training, and performance evaluation. It provides benefits across the organization such as manpower planning, job design, and health and safety.
The manager as a leader
1. The document discusses leadership styles and characteristics of effective managers. It defines leadership and identifies important skills for managers like communication, team building, and developing job satisfaction.
2. The document compares different leadership styles - autocratic, democratic, open, and situational - and when each may be most effective. It provides details on autocratic and democratic styles.
3. The document outlines guidelines for managers to effectively enforce work rules, such as explaining rules, investigating violations thoroughly, and treating similar violations consistently.
Recommended
Supportive supervision
1). Supportive supervision is a process that uses constructive feedback and dialogue to help staff improve performance in pursuit of an organization's mission, while also setting goals for growth.
2). It encourages open communication and building relationships to facilitate problem-solving and staff development. Regular monitoring of performance data and follow-ups are conducted.
3). Key aspects of supportive supervision include setting clear expectations, establishing SMARTER goals, using active listening skills, conducting regular planned supervisory visits, and follow-up activities to ensure recommendations are implemented.
5 Overview on Performance
This document provides an overview of performance and the performance appraisal process. It discusses that performance is based on abilities, motivation, and opportunity. The performance appraisal process involves 10 steps: 1) determining the purpose, 2) identifying limitations, 3) determining evaluators, 4) selecting methods, 5) training raters, 6) observing performance, 7) evaluating, 8) communicating results, 9) making personnel decisions, and 10) monitoring for fairness. It describes common appraisal methods like graphic rating scales, forced choice, and behavioral checklists. It also discusses potential errors in evaluation like halo effects, leniency/strictness, and personal biases.
Supervision in social work
This document discusses the key administrative functions of frontline social work supervisors. It outlines 10 core tasks of supervisors: 1) staff recruitment and selection, 2) inducting and placing new workers, 3) work planning, 4) work assignment, 5) work delegation, 6) monitoring, reviewing, and evaluating work, 7) coordinating work, 8) facilitating communication, 9) acting as an administrative buffer between clients/workers and higher administration, and 10) serving as an agent of change and liaising with the community. The supervisor aims to effectively implement organizational objectives through coordinating the efforts of social workers, while also advocating for reasonable workloads and changes to improve services.
engineearing managment
This document provides an introduction to management. It discusses that management involves five key functions - planning, organizing, staffing, directing and controlling - to achieve organizational goals efficiently using resources like people, money, machines and materials. Each function is described in detail, with planning covering determining objectives, types of planning, principles and steps. Organizing discusses division of work, assigning tasks, developing hierarchies and coordination techniques. Staffing, directing and controlling are also defined. The document also covers managerial skills, roles, types of managers and decision making.
Labor_Proficiency_Test
Muhammad Norharswaat Zahar is a 28-year-old draftsperson from Selangor, Malaysia. His responsibilities include preparing electrical drawings for engineers, being responsible for early stage product design, generating new and modified product designs for customers, and reporting design problems.
The document provides the results of Muhammad's labor proficiency test across various competencies including responsibility, self-management, leadership, motivation, social intelligence, autonomy, arbitration, and cooperation. It finds that he is generally responsible, performs better when organizing his own work, thinks rules and leadership are important, is motivated by risk and reward, can adapt socially, prefers asking others for solutions, can argue and defend ideas, and feels involved
Performance appraisal
This document discusses performance appraisal in nursing education. It defines performance appraisal as evaluating employee performance, sharing that information with employees, and finding ways to improve. Performance appraisal purposes from the employee perspective are to understand expectations, receive feedback on performance, improve, and receive rewards. From the organization's perspective, purposes are to review past performance, determine competence, identify strengths/weaknesses, provide feedback, select staff for advancement, and reduce grievances. Methods of appraisal include reports, notes, checklists, rating scales, ranking, and management by objective. Factors considered in nursing education appraisals include classroom management, updating knowledge, relationships, self-discipline, participation in other activities, and managerial ability. Potential
Job analysis and job design
Job analysis is a detailed study of jobs to understand their nature and determine the characteristics needed in employees. It involves collecting information on job duties, responsibilities, and requirements. The goals of job analysis include work simplification, setting performance standards, and supporting other HR functions like recruitment, selection, training, and performance evaluation. It provides benefits across the organization such as manpower planning, job design, and health and safety.
The manager as a leader
1. The document discusses leadership styles and characteristics of effective managers. It defines leadership and identifies important skills for managers like communication, team building, and developing job satisfaction.
2. The document compares different leadership styles - autocratic, democratic, open, and situational - and when each may be most effective. It provides details on autocratic and democratic styles.
3. The document outlines guidelines for managers to effectively enforce work rules, such as explaining rules, investigating violations thoroughly, and treating similar violations consistently.
Supervision santhosh
This document discusses supervision in healthcare organizations. It defines supervision as helping workers learn, use their skills effectively, and improve their abilities to do their jobs well and be satisfied. The objectives of supervision include helping staff work skillfully, developing their capacities, guiding them to meet targets, and motivating them. Supervision functions include developing team spirit, improving knowledge and skills, maintaining relationships, and identifying and solving problems. Principles of supervision are that it should not overburden workers, foster independent thinking, encourage participation, and respect staff. Techniques include direct observation, indirect review of records and reports, checklists, rating scales, and nurse reports.
Supervision
This document describes the author's experiences with supervision in different roles and how it relates to Kolb's learning cycle. It discusses the author's experiences supervising in the Air Force, at Target, and a casino. It reflects on lessons learned about communication, feedback, and leadership style. The author emphasizes that quality communication is important for supervision and experimenting with new skills. The document is presented using Kolb's experiential learning model of concrete experience, reflective observation, abstract conceptualization, and active experimentation.
3 types of supervision
Social work supervision has three main functions - administrative, educational, and supportive. The administrative function focuses on ensuring workers follow policies and procedures. The educational function addresses workers' ignorance around skills and knowledge needed to do their jobs effectively. The supportive function aims to improve worker morale and job satisfaction. The overall goal of supervision is to effectively provide clients with mandated social work services.
HRM 1
This document provides an overview of human resource management. It discusses three main objectives: 1) how HRM relates to the management process, 2) the responsibilities of line and staff HR managers, and 3) trends, challenges, ethics and certificates in HRM. Key points include: HRM involves acquiring, training, and compensating employees; line managers place employees in jobs and develop abilities while staff managers coordinate HR activities; and trends in HRM include strategic HRM, evidence-based practices, and ethics management.
Social work supervision in aotearoa new zealand
The document discusses the state of social work supervision in New Zealand and recommendations for its future development. Key findings include that supervision is constructed based on professional, organizational and interpersonal contexts. Improvements are needed in supporting supervision professionally and developing supervisors and supervisees. Going forward, recommendations include further defining supervision theory, improving cultural competence, developing professional supervision through research, education and addressing environmental factors.
Supervision
This document discusses supervision and staff morale. It defines supervision as the process of planning, organizing, directing and controlling work. It also outlines the responsibilities of supervisors such as planning work, assigning tasks, providing training and reviewing performance. The document then discusses staff morale, defining it as employees' emotions, attitudes and satisfaction levels. It explains that high morale leads to benefits like better productivity and lower turnover, while low morale can cause issues like reduced safety. Finally, it provides some ways to increase morale such as recognizing employees, respecting them, investing in their development and allowing autonomy.
Assessing and Evaluating Learning
This document provides an overview of assessing and evaluating student learning. It defines assessment as gathering information on student learning and evaluation as analyzing and making judgments based on assessment data. The aims of student evaluation are outlined, including providing feedback and modifying instruction. The document discusses formative, summative, and diagnostic evaluation. It also covers various tools for evaluation, including observation, records, checklists, rating scales, and examinations. The qualities of good tests and advantages and disadvantages of different test types like oral exams, practical exams, essays, and multiple choice questions are summarized.
Supervision training for volunteers and novis supervisors
Mostly visual backdrop to define best practise Clinical Supervision for novises in the filed, peer supervision, new supervisees, rethinking best practise in clinical supervision. This applied tyraining in a youth charity.
Supportive supervision
This document discusses setting up an effective supportive supervision system for health workers. It outlines the key components of supportive supervision, which focuses on continuous improvement rather than fault-finding. Some of the main points discussed include:
- Traditional supervision is often punitive, while supportive supervision encourages open communication and problem-solving.
- The "three Rs" of an effective system are having the right supervisors, tools, and resources. This includes training supervisors, developing checklists and job aids, and ensuring adequate transportation budgets.
- Supportive supervision aims to educate, support, and ensure quality through regular follow-ups rather than episodic visits. The goal is improving performance through coaching and mentoring.
Job analysis and job designs
Job analysis, job design, job descriptions, and job evaluations are important human resource processes. Job analysis identifies the tasks and requirements of a job. Job design determines how work is performed. Job descriptions define duties and expectations. Job specifications list qualifications. Job evaluation establishes the relative value of jobs through systematic analysis of factors like skills, responsibilities, and decisions. Together, these processes help define jobs and compensation.
Teacher evaluations
Janell Polk-Adams has 4 levels of teacher performance evaluation: unsatisfactory, below standard, at standard, and above standard based on 8 major functions and 21st century goals. She has 36 years of experience with Charlotte-Mecklenburg Schools, including 20 years working in career development and 11 years of teaching. She has 4 master's degrees and is in her 2nd year at Porter Ridge Middle School in a new part-time role coordinating in-school suspension.
Teacher evaluations
Janell Polk-Adams has 4 levels of teacher performance evaluation: unsatisfactory, below standard, at standard, and above standard based on 8 major functions and 21st century goals. She has 36 years of experience with Charlotte-Mecklenburg Schools, including 20 years working in career development and 11 years of teaching. She has 4 master's degrees and is in her 2nd year at Porter Ridge Middle School in a new part-time role coordinating in-school suspension.
Supervisor Training
Here are the key issues in this case study regarding informed consent:
- Latoya's supervisor is requiring counseling without fully discussing it with Latoya and getting her consent. Forcing treatment without consent is unethical.
- Pauline was not informed upfront about the 6 month wait before getting case assignments. Supervisees have a right to understand expectations and timelines before beginning supervision.
- In both cases, the supervisors failed to properly obtain informed consent from the supervisees regarding important aspects of the supervisory relationship and process. This lack of informed consent poses ethical issues. Supervisors must ensure supervisees understand and consent to supervision parameters.
supervisory planning
This document discusses the importance of planning for supervisors. It states that planning is an essential part of management work and involves studying all factors in a business situation to arrange them to achieve desired results. Good planners have traits like ordering abilities, conceptual foresight, originality, and judgment. The document provides examples of what should be planned, such as objectives, controls, resources, safety, and timing of improvements. It also includes a brief "restroom quiz" that purports to assess personality traits based on stall selection in a women's restroom.
Self-Evaluation
This document discusses self-evaluation and its benefits. Self-evaluation involves looking at one's own progress and development to determine strengths and weaknesses, and areas that need improvement. It helps students develop learning skills and take responsibility for their own learning. When students self-evaluate, they assess what they know and don't know, recognize their strengths and weaknesses, and can take ownership of staying on track with learning goals.
Virus
El documento describe los orígenes y características de los virus informáticos. Explica que los virus son programas maliciosos que infectan otros archivos y sistemas con el objetivo de dañarlos o modificarlos. Menciona algunos tipos de virus como los polimórficos, gusano, hoax y de sector de arranque. También describe el ciclo de vida de un virus que incluye las fases de infección, expansión y explosión.
Classroom2Careers Business
Classrooms2Careers is a youth employment program led by Mayor Libby Schaaf that provides Oakland youth with real-world work experiences and opportunities through summer jobs, internships, and apprenticeships. The program connects youth to opportunities with local businesses and organizations like the Youth Employment Partnership, Lao Family Community Development, and Youth Uprising. Business owners are encouraged to get involved and support Oakland youth through work-based learning opportunities.
Social Media Essentials & Tools | The Pink Collective
This agency was founded in 2009 by creative director Roly Rodriguez and has experienced success and growth due to Rodriguez's 16 years of award-winning creative experience. The agency has served numerous clients across various industries, including Black & Decker, Christian Dior, Air Jamaica, and BMW. The agency employs a 5-day creative process to conduct research, develop strategies, generate ideas, and measure returns on investment for clients.
Session 1
The document provides an overview of the Juniper Networks JNCIA-JUNOS certification and training program. It discusses the different career paths one can take including enterprise routing and switching, service provider routing and switching, and Junos security. It also covers topics like the benefits of the training, architectural differences between Junos and other platforms, accessing and monitoring Juniper devices using the command-line interface, configuration structure and methods, and best practices for making, committing, and undoing configuration changes.
MUBASHAR CV
Mubashar Aziz is seeking a position where he can utilize his 8 years of experience as a merchandiser, quality auditor, and quality assurance officer for various apparel companies. He has a Master's degree in Commerce and a B.A. from Allama Iqbal Open University. His skills include MS Office, Oracle, computer installation, and quality auditing of denim, garments, home textiles, and leather products. He has worked with many international brands and buyers.
Otd ch-3-fundamental-org,structre
This document discusses various organizational structures including functional, divisional, geographical, matrix, horizontal, and virtual network structures. It describes the key components of organizational structure as formal reporting structures, departmentalization, and communication systems. The learning objectives are to understand organization structure, information processing perspectives on structure, and alternatives for organizational design.
CV W.Rauf_Dec2015
Waleed Rauf has over 15 years of experience managing humanitarian and development programs in multiple countries for organizations like Oxfam and CARE. He has directed over $70 million in disaster response programs and overseen large portfolios funded by USAID, DFID, and others. Currently he works as a freelance consultant providing services like proposal development, business planning, and strategic analysis.
More Related Content
What's hot
Supervision santhosh
This document discusses supervision in healthcare organizations. It defines supervision as helping workers learn, use their skills effectively, and improve their abilities to do their jobs well and be satisfied. The objectives of supervision include helping staff work skillfully, developing their capacities, guiding them to meet targets, and motivating them. Supervision functions include developing team spirit, improving knowledge and skills, maintaining relationships, and identifying and solving problems. Principles of supervision are that it should not overburden workers, foster independent thinking, encourage participation, and respect staff. Techniques include direct observation, indirect review of records and reports, checklists, rating scales, and nurse reports.
Supervision
This document describes the author's experiences with supervision in different roles and how it relates to Kolb's learning cycle. It discusses the author's experiences supervising in the Air Force, at Target, and a casino. It reflects on lessons learned about communication, feedback, and leadership style. The author emphasizes that quality communication is important for supervision and experimenting with new skills. The document is presented using Kolb's experiential learning model of concrete experience, reflective observation, abstract conceptualization, and active experimentation.
3 types of supervision
Social work supervision has three main functions - administrative, educational, and supportive. The administrative function focuses on ensuring workers follow policies and procedures. The educational function addresses workers' ignorance around skills and knowledge needed to do their jobs effectively. The supportive function aims to improve worker morale and job satisfaction. The overall goal of supervision is to effectively provide clients with mandated social work services.
HRM 1
This document provides an overview of human resource management. It discusses three main objectives: 1) how HRM relates to the management process, 2) the responsibilities of line and staff HR managers, and 3) trends, challenges, ethics and certificates in HRM. Key points include: HRM involves acquiring, training, and compensating employees; line managers place employees in jobs and develop abilities while staff managers coordinate HR activities; and trends in HRM include strategic HRM, evidence-based practices, and ethics management.
Social work supervision in aotearoa new zealand
The document discusses the state of social work supervision in New Zealand and recommendations for its future development. Key findings include that supervision is constructed based on professional, organizational and interpersonal contexts. Improvements are needed in supporting supervision professionally and developing supervisors and supervisees. Going forward, recommendations include further defining supervision theory, improving cultural competence, developing professional supervision through research, education and addressing environmental factors.
Supervision
This document discusses supervision and staff morale. It defines supervision as the process of planning, organizing, directing and controlling work. It also outlines the responsibilities of supervisors such as planning work, assigning tasks, providing training and reviewing performance. The document then discusses staff morale, defining it as employees' emotions, attitudes and satisfaction levels. It explains that high morale leads to benefits like better productivity and lower turnover, while low morale can cause issues like reduced safety. Finally, it provides some ways to increase morale such as recognizing employees, respecting them, investing in their development and allowing autonomy.
Assessing and Evaluating Learning
This document provides an overview of assessing and evaluating student learning. It defines assessment as gathering information on student learning and evaluation as analyzing and making judgments based on assessment data. The aims of student evaluation are outlined, including providing feedback and modifying instruction. The document discusses formative, summative, and diagnostic evaluation. It also covers various tools for evaluation, including observation, records, checklists, rating scales, and examinations. The qualities of good tests and advantages and disadvantages of different test types like oral exams, practical exams, essays, and multiple choice questions are summarized.
Supervision training for volunteers and novis supervisors
Mostly visual backdrop to define best practise Clinical Supervision for novises in the filed, peer supervision, new supervisees, rethinking best practise in clinical supervision. This applied tyraining in a youth charity.
Supportive supervision
This document discusses setting up an effective supportive supervision system for health workers. It outlines the key components of supportive supervision, which focuses on continuous improvement rather than fault-finding. Some of the main points discussed include:
- Traditional supervision is often punitive, while supportive supervision encourages open communication and problem-solving.
- The "three Rs" of an effective system are having the right supervisors, tools, and resources. This includes training supervisors, developing checklists and job aids, and ensuring adequate transportation budgets.
- Supportive supervision aims to educate, support, and ensure quality through regular follow-ups rather than episodic visits. The goal is improving performance through coaching and mentoring.
Job analysis and job designs
Job analysis, job design, job descriptions, and job evaluations are important human resource processes. Job analysis identifies the tasks and requirements of a job. Job design determines how work is performed. Job descriptions define duties and expectations. Job specifications list qualifications. Job evaluation establishes the relative value of jobs through systematic analysis of factors like skills, responsibilities, and decisions. Together, these processes help define jobs and compensation.
Teacher evaluations
Janell Polk-Adams has 4 levels of teacher performance evaluation: unsatisfactory, below standard, at standard, and above standard based on 8 major functions and 21st century goals. She has 36 years of experience with Charlotte-Mecklenburg Schools, including 20 years working in career development and 11 years of teaching. She has 4 master's degrees and is in her 2nd year at Porter Ridge Middle School in a new part-time role coordinating in-school suspension.
Teacher evaluations
Janell Polk-Adams has 4 levels of teacher performance evaluation: unsatisfactory, below standard, at standard, and above standard based on 8 major functions and 21st century goals. She has 36 years of experience with Charlotte-Mecklenburg Schools, including 20 years working in career development and 11 years of teaching. She has 4 master's degrees and is in her 2nd year at Porter Ridge Middle School in a new part-time role coordinating in-school suspension.
Supervisor Training
Here are the key issues in this case study regarding informed consent:
- Latoya's supervisor is requiring counseling without fully discussing it with Latoya and getting her consent. Forcing treatment without consent is unethical.
- Pauline was not informed upfront about the 6 month wait before getting case assignments. Supervisees have a right to understand expectations and timelines before beginning supervision.
- In both cases, the supervisors failed to properly obtain informed consent from the supervisees regarding important aspects of the supervisory relationship and process. This lack of informed consent poses ethical issues. Supervisors must ensure supervisees understand and consent to supervision parameters.
supervisory planning
This document discusses the importance of planning for supervisors. It states that planning is an essential part of management work and involves studying all factors in a business situation to arrange them to achieve desired results. Good planners have traits like ordering abilities, conceptual foresight, originality, and judgment. The document provides examples of what should be planned, such as objectives, controls, resources, safety, and timing of improvements. It also includes a brief "restroom quiz" that purports to assess personality traits based on stall selection in a women's restroom.
Self-Evaluation
This document discusses self-evaluation and its benefits. Self-evaluation involves looking at one's own progress and development to determine strengths and weaknesses, and areas that need improvement. It helps students develop learning skills and take responsibility for their own learning. When students self-evaluate, they assess what they know and don't know, recognize their strengths and weaknesses, and can take ownership of staying on track with learning goals.
What's hot (15)
Supervision training for volunteers and novis supervisors
Supervision training for volunteers and novis supervisors
Viewers also liked
Virus
El documento describe los orígenes y características de los virus informáticos. Explica que los virus son programas maliciosos que infectan otros archivos y sistemas con el objetivo de dañarlos o modificarlos. Menciona algunos tipos de virus como los polimórficos, gusano, hoax y de sector de arranque. También describe el ciclo de vida de un virus que incluye las fases de infección, expansión y explosión.
Classroom2Careers Business
Classrooms2Careers is a youth employment program led by Mayor Libby Schaaf that provides Oakland youth with real-world work experiences and opportunities through summer jobs, internships, and apprenticeships. The program connects youth to opportunities with local businesses and organizations like the Youth Employment Partnership, Lao Family Community Development, and Youth Uprising. Business owners are encouraged to get involved and support Oakland youth through work-based learning opportunities.
Social Media Essentials & Tools | The Pink Collective
This agency was founded in 2009 by creative director Roly Rodriguez and has experienced success and growth due to Rodriguez's 16 years of award-winning creative experience. The agency has served numerous clients across various industries, including Black & Decker, Christian Dior, Air Jamaica, and BMW. The agency employs a 5-day creative process to conduct research, develop strategies, generate ideas, and measure returns on investment for clients.
Session 1
The document provides an overview of the Juniper Networks JNCIA-JUNOS certification and training program. It discusses the different career paths one can take including enterprise routing and switching, service provider routing and switching, and Junos security. It also covers topics like the benefits of the training, architectural differences between Junos and other platforms, accessing and monitoring Juniper devices using the command-line interface, configuration structure and methods, and best practices for making, committing, and undoing configuration changes.
MUBASHAR CV
Mubashar Aziz is seeking a position where he can utilize his 8 years of experience as a merchandiser, quality auditor, and quality assurance officer for various apparel companies. He has a Master's degree in Commerce and a B.A. from Allama Iqbal Open University. His skills include MS Office, Oracle, computer installation, and quality auditing of denim, garments, home textiles, and leather products. He has worked with many international brands and buyers.
Otd ch-3-fundamental-org,structre
This document discusses various organizational structures including functional, divisional, geographical, matrix, horizontal, and virtual network structures. It describes the key components of organizational structure as formal reporting structures, departmentalization, and communication systems. The learning objectives are to understand organization structure, information processing perspectives on structure, and alternatives for organizational design.
CV W.Rauf_Dec2015
Waleed Rauf has over 15 years of experience managing humanitarian and development programs in multiple countries for organizations like Oxfam and CARE. He has directed over $70 million in disaster response programs and overseen large portfolios funded by USAID, DFID, and others. Currently he works as a freelance consultant providing services like proposal development, business planning, and strategic analysis.
Teacher evaluation form
It is a presentation of software engineering project which have the student feedback form to evaluate the information gathering, work analysis and management as well they software is go through all the aspect .
Ch 01 --- introduction to sdn-nfv
This document provides an introduction to Software Defined Networking (SDN) and Network Function Virtualization (NFV). It describes SDN as separating the control plane from the data plane, using an open protocol like OpenFlow to program how traffic is handled. NFV aims to virtualize network functions like firewalls and load balancers that were traditionally physical appliances. The document outlines the motivations for SDN and NFV including centralized management, automation, flexibility and rapid innovation. It contrasts SDN which focuses on network layers 2-3 and control/data plane separation, versus NFV which focuses on virtualizing layers 3-7 network functions and separating hardware from software.
Resume - Sr. Business Analyst
This resume is for Terry-Lee Hollister, an IT professional with over 15 years of experience implementing productivity tools and applications. Some key experiences include successfully implementing an Oracle Fusion HCM system globally for Cummins, Inc. and gathering requirements to develop a database UML for Tag Mobile's telecommunications order system. Hollister has experience across various industries and technical skills including Oracle, PeopleSoft, SQL, and SharePoint.
Viewers also liked (10)
Social Media Essentials & Tools | The Pink Collective
Social Media Essentials & Tools | The Pink Collective
Similar to Industry evaluation form(1)
Cdd Power Point Aug09
The document discusses strategies for coaching, disciplining, and documenting employee performance issues. It describes the FOSA method for addressing problems with employees, which involves outlining the facts, objectives, solutions, and actions. It also discusses progressive discipline and maintaining proper documentation for disciplinary actions.
Hrm(training and development)report
The document discusses training needs analysis and effective training programs. It emphasizes that a training needs analysis should identify who needs training, what type of training is needed, and how the training will be supported and aligned with organizational objectives. An effective training program includes relevant content, active demonstrations, opportunities for practice and feedback, and ensures the post-training environment supports applying the new skills. The organizational culture, systems and leadership commitment also impact the success of training initiatives.
OL 751 Module ThreePerformance ManagementThis m.docx
OL 751 Module Three:
Performance Management
This module focuses on the crucial employee competencies for success and the importance of alignment with the organization’s business goals and needs. The key HR role is to develop, implement, and evaluate strategic human resources programs that support both employee and organizational success.
1
Definitions
Performance Management:
Process of creating a work environment in which employees can perform to the best of their abilities and contribute the most to the organization
Performance Standards:
Define acceptable and unacceptable performance levels based on job-related requirements from job analysis and reflected in job description
Performance Reviews:
Process, typically delivered annually, designed to help employees understand their roles, objectives, and expectations with respect to organizational success
All organizations need performance management practices for the benefit of both the organization and its employees. Everyone benefits from clear standards and expectations of performance and timely, constructive feedback. The key is to invest the time and effort in developing, evaluating, and making improvements as necessary, so that the entire process has value and managers are committed.
2
Purposes of Performance Reviews
Developmental
Allow employee to discuss concerns
Ensure clear expectations and alignment with organization
Evaluate goal achievement
Help identify goals
Identify organizational training needs
Identify employee training needs
Identify strengths and weaknesses
Improve communication
Provide employee feedback
Recognize performance
Reinforce authority structure
Administrative
Assist with HR planning
Basis for promoting employees
Determine transfers and assignments
Document personnel decisions
Evaluate training programs
Identify performance problems and improvement plan
Make merit and compensation decisions
Make retention, termination, and layoff decisions
Meet legal requirements
Validate selection criteria
There are many benefits to a comprehensive performance review program, particularly to ensure that employees’ efforts are aligned with the organization’s goals and needs. Alignment includes identifying areas of improvement from the employee, as well as identifying areas of development and opportunity for the employee, position, team, department, and organization.
3
Employee Performance Factors
Motivation
Career ambition
Goals and expectations
Job satisfaction
Perceptions
Relationship with manager
Relationship with coworkers
Ability
Analytical skill
Communication
Interpersonal
Physical limits
Problem-solving
Right fit for job (emotionally, physically)
Technical skills
Environment
External, such as economic conditions
Job design
Job resources, such as equipment and/or materials
Laws and regulations
Manager support
Rules and policies
Unions
Employee performance is affected by three particular areas: the employee’s own motivation in his or her career, ...
Io class march 8 2011
- The document discusses a guest lecture about performance management and appraisals at The New School given by the Director of Training and Development.
- Key topics covered in the lecture include the differences between performance management and performance appraisals, the performance appraisal process and forms used at The New School, training for supervisors, and best practices for conducting appraisals and providing feedback to employees.
- The goal is to streamline The New School's performance appraisal process to link performance to compensation and development while ensuring fairness and supporting personnel actions.
Recruitment Refresher Training
Useful presentation from Sue Kellaway which focuses on Line Manager recruitment refresher training. It can be delivered in four hours which is great for time pressed Managers!
Infrastructure technician occupational brief
The document defines the minimum requirements for passing a Level 3 Infrastructure Technician Apprenticeship. It outlines three criteria for assessment: what the apprentice can do, how they work, and their interpersonal skills. For each criteria, minimum requirements are defined for a pass grade, as well as dimensions that demonstrate work significantly above expectations for a merit or distinction. Knowledge modules in areas like networking, operating systems, and cloud services are also outlined.
PhD project summary & Invitation to participate in research
This study examines how workplace context and individual competencies affect team and individual performance. It analyzes how organizational culture, team climate, and manager skills impact employee competencies in areas like achievement orientation, quality concern, initiative, and teamwork. A pilot study found higher competency scores correlated with better performance. Companies can participate by having teams complete questionnaires about these factors. In return, they will receive an analysis of which context most influences competencies, how each variable impacts them, the competencies driving performance, and how to apply results to improve company outcomes. Participation involves 1-2 teams and provides useful feedback and applications.
lecturesLecture 1 - Introduction3B Design and Organization of .docx
This document provides an overview and introduction to health service organizations and systems. It discusses key issues like rising healthcare costs and efforts to control costs. It defines important terms and covers topics like healthcare spending, emerging influences in healthcare like technology, and organizational design aspects. Classical theories of management and organizational design from thinkers like Weber, Fayol, Taylor, and Mintzberg are summarized. The functions of management like planning, organizing and controlling are also outlined.
Personnel management: Job Analysis, Job description, Induction and training P...
Brief details of Job Analysis method, job description, flow chart of job recruitment process in view of an organisation and an applicant as well as various induction and training programmes
Performance appraisal system
Performance management systems measure both behaviors and results, with a focus on employee behaviors rather than outcomes alone. Behaviors can be evaluated on dimensions like contribution to coworker effectiveness. Factors like knowledge, skills, and motivation determine performance levels. Managers should understand the sources of any performance problems by analyzing an employee's knowledge and motivation levels in order to address deficiencies properly. Both task performance and contextual performance are important for organizational effectiveness.
Introduction to Staffing - An Essential Human Resources Function - Aditya Das...
The document discusses key aspects of human resource management and staffing processes. It covers topics like human resource planning, recruitment, selection, training and development, performance management, compensation and benefits.
It emphasizes the importance of job analysis in understanding job requirements and specifications. The recruitment and selection processes involve multiple steps from attracting candidates to making the final hiring decision. Performance appraisal is used to evaluate employee performance and potential. Strategic workforce planning aims to address current and future staffing needs.
Management Observation Program
The Management Observation Program collects performance data from supervisors on workers' adherence to desired fundamentals like safety, accountability, and teamwork. Supervisors record observations during work, noting if expectations were met or needed improvement. The data can identify weaknesses across an organization and trends that could lead to errors. It is designed so supervisors at different levels can view observations about employees under their authority to support development and coaching.
Training
The document discusses various training methods used to enhance employee skills. It compares on-the-job training, which occurs at the workplace, to off-the-job training conducted outside of work. Some common on-the-job methods include job rotation, coaching, and apprenticeships, while classroom lectures, simulations, and role plays are examples of off-the-job training. Both approaches have advantages and disadvantages depending on the type of skills and industry.
Module 2
Job analysis is a systematic exploration of the tasks, duties, and responsibilities involved in a job. It identifies the key aspects of the job and provides essential information for human resource functions like recruitment, selection, training, and performance appraisal. The common methods used for job analysis include observation, interviews, questionnaires, technical conferences, and diaries. The key outputs of job analysis are the job description, job specification, and job evaluation. The job description outlines the key purpose, duties and responsibilities of the role, while the job specification defines the minimum qualifications required. Job evaluation determines the relative worth of different jobs in an organization.
JD_Human Resources Intern_8-17-16
The Human Resources Intern position at Lucernex, Inc. involves assisting with various recruiting, onboarding, training, compliance, and administrative functions of the HR department. Key responsibilities include assisting with social media recruiting campaigns, sourcing candidates, conducting phone screens and scheduling interviews. The intern will also help manage new hire orientation and training programs, coordinate company events, and lead special projects to support HR goals. Qualified candidates are pursuing a bachelor's degree in HR or related field and have strong communication, computer, and organizational skills.
Performance appraisals new for update
Performance appraisals have several benefits for organizations, including helping make decisions about promotions, terminations, and identifying training needs. However, there are also limitations such as rater biases, lack of clear standards, and failure to effectively implement the appraisal process. To address these limitations, organizations should establish objective criteria, provide rater training to reduce biases, gather feedback from multiple sources, and clearly communicate the purpose and results of appraisals. Overall, performance appraisals are an important tool for organizations despite challenges, and the alternative is improving existing programs rather than eliminating them.
Staff Development NR.ppt
Staff development involves processes that help organizations improve employees' skills and performance. It aims to accomplish institutional goals and support personal and professional growth. Some key aspects of staff development programs include assessing training needs, developing objectives, providing various types of training like induction, job orientation, in-service education and continuing education. While staff development benefits both employees and organizations, there are also some potential difficulties like lack of time, resources or buy-in that need to be addressed for programs to be effective.
Organizational Structure, do's and dont's.ppt
This document discusses how organizational structure provides a framework for how work is coordinated and tasks are assigned within a company. It covers different types of organizational structures like mechanistic, organic, and dimensions of structure around centralization, formalization, and complexity. The roles of organizational structure include establishing workflow, influencing interactions and attitudes, and determining how decisions are made.
Leadership and Management
Second presentation in a series of presentations about the essential skills which a public servant must learn for an efficient and effective service delivery
Training and development
The document discusses training and development, including the definitions of learning, training, knowledge, skills, and attitudes. It describes the differences between training and development, and outlines the training process model. The training process model includes input, a process, and output. It also involves needs analysis, design, development, implementation, and evaluation phases. The needs analysis phase assesses needs at the organizational, task/operational, and individual levels to identify performance discrepancies and determine if training is the appropriate solution.
Similar to Industry evaluation form(1) (20)
OL 751 Module ThreePerformance ManagementThis m.docx
OL 751 Module ThreePerformance ManagementThis m.docx
PhD project summary & Invitation to participate in research
PhD project summary & Invitation to participate in research
lecturesLecture 1 - Introduction3B Design and Organization of .docx
lecturesLecture 1 - Introduction3B Design and Organization of .docx
Personnel management: Job Analysis, Job description, Induction and training P...
Personnel management: Job Analysis, Job description, Induction and training P...
Introduction to Staffing - An Essential Human Resources Function - Aditya Das...
Introduction to Staffing - An Essential Human Resources Function - Aditya Das...
Industry evaluation form(1)
- 1. EVALUATION BY INDUSTRY OR ORGANIZATION INSTRUCTION: Please rate each item below to reflect alumni's performance. Name I/C no Contact no Email Address Member's no/ Matric card No 5 4 3 2 1 EFFECTIVE COMMUNICATION (Ability to acquire and understand information, carry out instructions, analyze linear and non-linear information, show appropriate non-verbal communication, communicate with employees at all levels and/or have basic negotiation skills) TEAMWORK (Show positive personality traits, participate actively as a member of the team, carry out tasks in appropriate situations and/or build and maintain good relatinships within the team) POLICIES, PROCEDURES AND REGULATIONS (Comply with the policies and rules of the organization, job procedures and/or safety and health regulations) PROFESSIONAL ETHICS (Report handed-in on time verified by the supervisor, work independently with minimum supervisions, attendance, punctuality and/or solve problems by taking the right action) REPORTING (Present ideas and views and/or task reporting) Comments/Recommendations ALUMNI POLITEKNIK SULTAN AZLAN SHAH To be complete by Organization POLITEKNIK SULTAN AZLAN SHAH BEHRANG STESEN Name: Position: Tel no: 05-4544431 Fax: 05-4544993 Signature: Company stamp: 2 TECHNOLOGY LITERACY(Perform hands-on tasks, usage of tools and equipment, adopt a variety of technologies, apply the knowledge gained to perform task, show development in knowledge and skills and/or think creatively and critically) 1 Item RATING Excellent Good Average Below average Unsatisfactory name & Address Company's 35950 BEHRANG, PERAK DARUL RIDZUAN 3 4 5 6