This document discusses how to retain valuable employees. It identifies seven main reasons for employee disengagement and turnover: 1) the job not meeting expectations, 2) mismatch between job and person, 3) lack of coaching and feedback, 4) few growth opportunities, 5) feeling undervalued and unrecognized, 6) stress from overwork, and 7) loss of trust in leadership. It provides strategies in each area to improve engagement and retention, such as ensuring realistic job previews, providing coaching and feedback, creating career development plans, recognizing contributions, balancing work and life, and inspiring trust in leadership.
This document contains materials for evaluating the performance of a wholesale merchandiser, including:
1) A job performance evaluation form with ratings and factors to evaluate like administration, communication, decision making, and customer service.
2) Examples of performance review phrases for evaluating a wholesale merchandiser's attitude, creativity, and decision making.
3) The evaluation is meant to help managers objectively review a wholesale merchandiser's work performance and identify strengths and areas for improvement.
This document discusses employee engagement in an organization. It begins by listing employee names and then defines engagement as unlocking employee potential to strengthen performance and company performance. Engagement results from commitment and involvement in the organization and its values. Satisfied employees do the minimum required while engaged employees are motivated to do more. The document outlines different frameworks and models for measuring engagement, including engagement with the organization, with managers, strategic alignment, and competency. It discusses actively engaged, not engaged, and actively disengaged employees. Key drivers of engagement include work, people, total rewards, opportunities, company practices, and quality of life. Effective managers both manage an employee's work and performance as well as their relationship with the company. The
The document outlines the key aspects of the Employee Provident Fund (EPF) scheme in India, including eligibility, contributions from employers and employees, investment patterns, withdrawal procedures, settlements on retirement or termination, exemptions from tax, and benefits. EPF is a mandatory savings program for employees in India that provides tax-deferred savings and a lump sum payment on retirement. Non-compliance by employers can result in penalties like fines and imprisonment.
Senior it manager performance appraisalMartinRay456
This document provides information and resources for evaluating the performance of a senior IT manager, including:
1. Links to free ebooks and forms for performance appraisals from performanceappraisal360.com.
2. A job performance evaluation form with sections for planning and results, performance factors, strengths, areas for improvement, signatures, and performance review phrases.
3. A description of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information and resources for conducting a performance appraisal for an auto body mechanic. It includes:
1. A sample auto body mechanic performance evaluation form with sections for reviewing performance factors, strengths, areas for improvement, performance ratings, and signatures.
2. Examples of performance review phrases for an auto body mechanic for factors like attitude, creativity, decision-making, interpersonal skills, and problem-solving.
3. An overview of the top 12 methods for conducting an auto mechanic's performance appraisal, including management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document discusses how to retain valuable employees. It identifies seven main reasons for employee disengagement and turnover: 1) the job not meeting expectations, 2) mismatch between job and person, 3) lack of coaching and feedback, 4) few growth opportunities, 5) feeling undervalued and unrecognized, 6) stress from overwork, and 7) loss of trust in leadership. It provides strategies in each area to improve engagement and retention, such as ensuring realistic job previews, providing coaching and feedback, creating career development plans, recognizing contributions, balancing work and life, and inspiring trust in leadership.
This document contains materials for evaluating the performance of a wholesale merchandiser, including:
1) A job performance evaluation form with ratings and factors to evaluate like administration, communication, decision making, and customer service.
2) Examples of performance review phrases for evaluating a wholesale merchandiser's attitude, creativity, and decision making.
3) The evaluation is meant to help managers objectively review a wholesale merchandiser's work performance and identify strengths and areas for improvement.
This document discusses employee engagement in an organization. It begins by listing employee names and then defines engagement as unlocking employee potential to strengthen performance and company performance. Engagement results from commitment and involvement in the organization and its values. Satisfied employees do the minimum required while engaged employees are motivated to do more. The document outlines different frameworks and models for measuring engagement, including engagement with the organization, with managers, strategic alignment, and competency. It discusses actively engaged, not engaged, and actively disengaged employees. Key drivers of engagement include work, people, total rewards, opportunities, company practices, and quality of life. Effective managers both manage an employee's work and performance as well as their relationship with the company. The
The document outlines the key aspects of the Employee Provident Fund (EPF) scheme in India, including eligibility, contributions from employers and employees, investment patterns, withdrawal procedures, settlements on retirement or termination, exemptions from tax, and benefits. EPF is a mandatory savings program for employees in India that provides tax-deferred savings and a lump sum payment on retirement. Non-compliance by employers can result in penalties like fines and imprisonment.
Senior it manager performance appraisalMartinRay456
This document provides information and resources for evaluating the performance of a senior IT manager, including:
1. Links to free ebooks and forms for performance appraisals from performanceappraisal360.com.
2. A job performance evaluation form with sections for planning and results, performance factors, strengths, areas for improvement, signatures, and performance review phrases.
3. A description of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information and resources for conducting a performance appraisal for an auto body mechanic. It includes:
1. A sample auto body mechanic performance evaluation form with sections for reviewing performance factors, strengths, areas for improvement, performance ratings, and signatures.
2. Examples of performance review phrases for an auto body mechanic for factors like attitude, creativity, decision-making, interpersonal skills, and problem-solving.
3. An overview of the top 12 methods for conducting an auto mechanic's performance appraisal, including management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document provides a job performance evaluation form for evaluating the performance of a welding supervisor. It includes sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, a plan for improved performance, and signatures. The form lists various performance rating definitions and factors such as administration, knowledge, communication, and safety. It also includes phrases that could be used in a performance review for a welding supervisor related to attitudes, creativity, decision-making, and other areas. The document aims to provide a comprehensive template and guidance for evaluating the job performance of a welding supervisor.
The document summarizes the Employees' Provident Fund Scheme in India. It is a mandatory retirement benefits scheme for salaried employees earning up to Rs. 6,500 per month. Both employees and employers contribute 12% of wages each month to the fund, of which 8.33% of the employer contribution goes to the Employee Pension Scheme. Employees can take advances or withdraw funds for approved purposes like housing, education, or medical expenses. On retirement after 10 years of service, members are eligible to receive a monthly pension from the Employee Pension Scheme based on their years of contributions and wages.
The Gallup Q12 is a widely used survey that measures employee engagement. It identifies 12 key factors that contribute to strong feelings of engagement when satisfied. Over 1.5 million employees across 87,000 work units have participated. Research shows organizations with high Q12 scores experience lower turnover, higher sales growth, better productivity and customer loyalty.
The Q12 sorts employees into engaged (28%), not engaged (54%) or actively disengaged (17%). Engaged employees are passionate and connected while disengaged employees are essentially "checked out." Actively disengaged employees undermine the work of others. The majority (71%) are either underperforming or counterproductive.
The Payment of Gratuity Act of 1972 establishes rules for the payment of gratuities to employees in India. The act applies to factories, mines, oilfields, plantations, ports, and railway companies with 10 or more employees. It entitles an employee who has worked continuously for at least 5 years to a gratuity payment upon termination of their employment, including retirement, resignation, and death. The amount of gratuity is calculated based on the employee's last wages and years of service. The act establishes forms and processes for nominations, applications, notices, and disputes related to gratuity payments.
BONUS ACT BASICS
A bonus is an extra amount of money that is added to someone's pay, usually because they have worked very hard.
The practice of paying bonus in India appears to have originated during First World War when certain textile mills granted 10% of wages as war bonus to their workers in 1917.
Is the trade union boon or bane? Indian Trade Union Act with latest amend...Dr .E. J. Sarma
The Unions are bad or good for worker's cause? Why most managements hate unions?
What can unions do?
HR and personnel professionals need to deal with Unions. And their actions which are
nosy matter.
Knowing the correct legal position is a sine qua non. The presentation tries to update various amendments to the trade union act, what and how and who can form a union are discussed here.
The Payment of Bonus Act, 1965 provides for the payment of bonus to employees in establishments with 20 or more employees based on profits. It applies to factories and other establishments and covers employees earning up to Rs. 10,000 per month who have worked for at least 30 days. The act specifies minimum and maximum bonus amounts as a percentage of salaries and carries forward surplus amounts across years for set-on or set-off.
This document contains information about performance evaluation forms and methods for evaluating the performance of a nursery manager. It includes a 4-page sample performance evaluation form for a nursery manager with sections to evaluate performance factors, strengths, areas for improvement, and signatures. It also lists the top 12 methods that can be used for a nursery manager's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. The document provides descriptions and examples of how to use these various performance appraisal methods to evaluate a nursery manager.
This document provides information on performance evaluation methods for continuous improvement managers. It discusses 12 different methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist and weighted checklist method. For each method, it provides a definition and overview, as well as advantages and disadvantages. The goal is to help evaluate a continuous improvement manager's performance and identify areas for improvement.
This document is a winter project report submitted for a Master's degree in Management Studies from the University of Mumbai. It studies how social media is being used as an important recruitment tool. The report acknowledges that more businesses are successfully using social media platforms like LinkedIn, Facebook, and Twitter to find and recruit qualified candidates. While social media provides opportunities to engage with a large pool of potential applicants, companies must also balance maintaining traditional successful recruiting strategies. The future of recruitment is increasingly connected as social media usage continues to grow.
Get professional tax registration at minimal charges with the help of Legalraasta team and save 60% of CA charges. Best part of our service is the transparency which we provide.
This document discusses the concept of compensation. It defines compensation as the monetary rewards provided to employees in exchange for their efforts and services. Compensation includes wages, salaries, allowances, perks and benefits. The historical perspective is discussed along with the goals of compensation professionals and stakeholders in the compensation system such as the organization, employees, and labor market. An ideal compensation system is important for organizational effectiveness as it helps motivate employees and link pay to organizational objectives.
The contract labour (regulation and abolition), 1970ACS Shalu Saraf
The document outlines the key provisions of the Contract Labour (Regulation and Abolition) Act of 1970 in India. It aims to prevent the exploitation of contract labor and improve their working conditions. The Act applies to establishments employing 20 or more contract laborers. It requires the registration of establishments and licensing of contractors. It also mandates various welfare measures for contract workers like canteens, restrooms, drinking water, first aid, and timely payment of wages. The appropriate government appoints inspectors to ensure compliance. Principal employers are responsible for welfare provisions and unpaid wages if contractors fail to provide them. Numerous forms are also prescribed under the Act.
Engagement and retention of talent is critical for organizations today. A practical strategy is needed to identify, attract, engage, develop and retain key talent. This involves customizing initiatives to meet the needs of different talent segments through diagnostics like focus groups and interviews. The diagnostics revealed gaps between current retention initiatives and employee preferences for the future across areas like company, jobs, rewards, leaders and culture. Customizing initiatives for different segments can help close these gaps and improve engagement and retention.
The document outlines the skills and experience of an individual with over 7 years of experience in web development including 4 years working with Drupal, experience developing applications using frameworks like Symfony and CakePHP, and leading the development of complex modules for projects at previous employers like an airline booking engine and HR application. The individual also lists education qualifications and certifications in areas like PHP and technical skills involving languages, databases and tools.
Top 8 product marketing specialist resume sampleshallerharry710
In this file, you can ref resume materials for product marketing specialist such as product marketing specialist resume samples, product marketing specialist resume writing tips
This document provides a job performance evaluation form for evaluating the performance of a welding supervisor. It includes sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, a plan for improved performance, and signatures. The form lists various performance rating definitions and factors such as administration, knowledge, communication, and safety. It also includes phrases that could be used in a performance review for a welding supervisor related to attitudes, creativity, decision-making, and other areas. The document aims to provide a comprehensive template and guidance for evaluating the job performance of a welding supervisor.
The document summarizes the Employees' Provident Fund Scheme in India. It is a mandatory retirement benefits scheme for salaried employees earning up to Rs. 6,500 per month. Both employees and employers contribute 12% of wages each month to the fund, of which 8.33% of the employer contribution goes to the Employee Pension Scheme. Employees can take advances or withdraw funds for approved purposes like housing, education, or medical expenses. On retirement after 10 years of service, members are eligible to receive a monthly pension from the Employee Pension Scheme based on their years of contributions and wages.
The Gallup Q12 is a widely used survey that measures employee engagement. It identifies 12 key factors that contribute to strong feelings of engagement when satisfied. Over 1.5 million employees across 87,000 work units have participated. Research shows organizations with high Q12 scores experience lower turnover, higher sales growth, better productivity and customer loyalty.
The Q12 sorts employees into engaged (28%), not engaged (54%) or actively disengaged (17%). Engaged employees are passionate and connected while disengaged employees are essentially "checked out." Actively disengaged employees undermine the work of others. The majority (71%) are either underperforming or counterproductive.
The Payment of Gratuity Act of 1972 establishes rules for the payment of gratuities to employees in India. The act applies to factories, mines, oilfields, plantations, ports, and railway companies with 10 or more employees. It entitles an employee who has worked continuously for at least 5 years to a gratuity payment upon termination of their employment, including retirement, resignation, and death. The amount of gratuity is calculated based on the employee's last wages and years of service. The act establishes forms and processes for nominations, applications, notices, and disputes related to gratuity payments.
BONUS ACT BASICS
A bonus is an extra amount of money that is added to someone's pay, usually because they have worked very hard.
The practice of paying bonus in India appears to have originated during First World War when certain textile mills granted 10% of wages as war bonus to their workers in 1917.
Is the trade union boon or bane? Indian Trade Union Act with latest amend...Dr .E. J. Sarma
The Unions are bad or good for worker's cause? Why most managements hate unions?
What can unions do?
HR and personnel professionals need to deal with Unions. And their actions which are
nosy matter.
Knowing the correct legal position is a sine qua non. The presentation tries to update various amendments to the trade union act, what and how and who can form a union are discussed here.
The Payment of Bonus Act, 1965 provides for the payment of bonus to employees in establishments with 20 or more employees based on profits. It applies to factories and other establishments and covers employees earning up to Rs. 10,000 per month who have worked for at least 30 days. The act specifies minimum and maximum bonus amounts as a percentage of salaries and carries forward surplus amounts across years for set-on or set-off.
This document contains information about performance evaluation forms and methods for evaluating the performance of a nursery manager. It includes a 4-page sample performance evaluation form for a nursery manager with sections to evaluate performance factors, strengths, areas for improvement, and signatures. It also lists the top 12 methods that can be used for a nursery manager's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback. The document provides descriptions and examples of how to use these various performance appraisal methods to evaluate a nursery manager.
This document provides information on performance evaluation methods for continuous improvement managers. It discusses 12 different methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist and weighted checklist method. For each method, it provides a definition and overview, as well as advantages and disadvantages. The goal is to help evaluate a continuous improvement manager's performance and identify areas for improvement.
This document is a winter project report submitted for a Master's degree in Management Studies from the University of Mumbai. It studies how social media is being used as an important recruitment tool. The report acknowledges that more businesses are successfully using social media platforms like LinkedIn, Facebook, and Twitter to find and recruit qualified candidates. While social media provides opportunities to engage with a large pool of potential applicants, companies must also balance maintaining traditional successful recruiting strategies. The future of recruitment is increasingly connected as social media usage continues to grow.
Get professional tax registration at minimal charges with the help of Legalraasta team and save 60% of CA charges. Best part of our service is the transparency which we provide.
This document discusses the concept of compensation. It defines compensation as the monetary rewards provided to employees in exchange for their efforts and services. Compensation includes wages, salaries, allowances, perks and benefits. The historical perspective is discussed along with the goals of compensation professionals and stakeholders in the compensation system such as the organization, employees, and labor market. An ideal compensation system is important for organizational effectiveness as it helps motivate employees and link pay to organizational objectives.
The contract labour (regulation and abolition), 1970ACS Shalu Saraf
The document outlines the key provisions of the Contract Labour (Regulation and Abolition) Act of 1970 in India. It aims to prevent the exploitation of contract labor and improve their working conditions. The Act applies to establishments employing 20 or more contract laborers. It requires the registration of establishments and licensing of contractors. It also mandates various welfare measures for contract workers like canteens, restrooms, drinking water, first aid, and timely payment of wages. The appropriate government appoints inspectors to ensure compliance. Principal employers are responsible for welfare provisions and unpaid wages if contractors fail to provide them. Numerous forms are also prescribed under the Act.
Engagement and retention of talent is critical for organizations today. A practical strategy is needed to identify, attract, engage, develop and retain key talent. This involves customizing initiatives to meet the needs of different talent segments through diagnostics like focus groups and interviews. The diagnostics revealed gaps between current retention initiatives and employee preferences for the future across areas like company, jobs, rewards, leaders and culture. Customizing initiatives for different segments can help close these gaps and improve engagement and retention.
The document outlines the skills and experience of an individual with over 7 years of experience in web development including 4 years working with Drupal, experience developing applications using frameworks like Symfony and CakePHP, and leading the development of complex modules for projects at previous employers like an airline booking engine and HR application. The individual also lists education qualifications and certifications in areas like PHP and technical skills involving languages, databases and tools.
Top 8 product marketing specialist resume sampleshallerharry710
In this file, you can ref resume materials for product marketing specialist such as product marketing specialist resume samples, product marketing specialist resume writing tips
Mrs. Handley's kindergarten class will be doing a week-long unit on community helpers. The unit will involve class discussions about different types of community helpers, visits from a police officer and firefighters, reading books about community helpers, and hands-on activities where students make crafts related to different jobs. The objective is for students to be able to identify various community helpers with 100% accuracy by the end of the unit. Each day focuses on a different community helper through guest speakers, stories, videos, and activities. Sight words related to community helpers will also be introduced.
Dokumen tersebut merupakan tawaran kerja sama PT. Caspla Bali Seashell dengan masyarakat pengrajin kerang di Situbondo untuk meningkatkan kesejahteraan. Perusahaan ini bergerak di bidang kerajinan kerang, mutiara, supplier dan eksportir yang berpusat di Bali. Tawaran kerja sama ini diharapkan dapat meningkatkan pendapatan pengrajin melalui pembuatan kerajinan fish ornament yang harganya lebih tinggi dibanding kerajin
This document provides an overview of NginX, HAProxy, and DNS stack technologies presented at a WordCamp conference. It discusses how NginX uses an asynchronous event-driven architecture to handle high loads more efficiently than threaded architectures. It then demonstrates configuring NginX as a reverse proxy, including logging, caching, and gzip compression. Finally, it briefly introduces HAProxy as an open-source load balancer and discusses installing and enabling it on Ubuntu.
This short document promotes the creation of presentations using Haiku Deck on SlideShare. It includes a stock photo and text suggesting the reader may be inspired to create their own Haiku Deck presentation. A call to action is given to get started making a presentation on the SlideShare platform.
Top 8 instructional technology specialist resume samplestonychoper6505
The document provides information about useful materials for instructional technology specialists looking for jobs, including resume samples, cover letter samples, interview questions and answers, resume writing tips, job search tips, and more. The materials are available on the website resume123.org and cover topics such as different types of resumes, interview preparation, salary negotiation, and career development. Fields that could use the resume samples include education, engineering, healthcare, marketing, and various technology roles at different levels.
Pembangunan Ontologi dengan Development-Oriented pada Metodologi MethontologyMetilova Sitorus
Dokumen tersebut merupakan laporan tugas akhir mahasiswa Diploma 3 Teknik Informatika Politeknik Informatika Del yang membahas tentang pembangunan ontologi dengan mengikuti metodologi Methontology dengan studi kasus ontologi alumni Politeknik Informatika Del. Laporan tersebut membahas tentang latar belakang, tujuan, lingkup, sistematika penyajian, tinjauan pustaka, analisis pembangunan ontologi, analisis dan perancangan perang
Big Data in healthcare is enabling new use cases like consolidated patient views, fraud detection, disease identification, and real-time analysis of physiological signals. DataStax Enterprise provides a platform for integrating structured and unstructured data from various sources and powering applications and analytics using this data. Key capabilities include fast data ingestion, enterprise security, integrated search and analytics, and data model flexibility. DataStax Enterprise is being used by companies in various industries for applications like recommendations, personalization, IoT, and more due to its ability to handle large and real-time data volumes at scale.
Responda 113 Linux-ympäristö hallinnoidaan SUSE Managerin avullaFinceptum Oy
Responda 113 on käyttänyt SLESia ja SUSE Manageria omassa it-ympäristössään vuoden 2015 alusta lähtien. Niiden käyttöönotto sujui suunnitelmien mukaan.
”SUSEn järjestämä koulutus auttoi oivaltamaan SUSEn tavan tehdä asioita. Käyttöönoton ja asennuksen teimme yhdessä heidän asiantuntijoiden kanssa hyvänä tiimityönä, sisältäen ratkaisun toimivuuteen liittyvät työpajat”, painottaa Jousimaa. ”Uskon SUSEn soveltuvan hyvin myös myöhemmin alkavaan erittäin kriittiseen tuotantokäyttöön. Koko operatiivinen toimintamme hyödyntää Linux ja SUSE ympäristöjä. ”
”Linuxin osuus tulee edelleen kasvamaan. SUSE Manager on osoittautunut todella hyväksi työkaluksi Linux-ympäristön hallinnointiin. Päivitykset sujuvat ja voimme kontrolloida sekä valvoa ympäristöä tehokkaasti. Näemme yhdellä silmäyksellä koneiden tilan, ja voimme helposti auditoida ovatko palvelimet turvassa myös tunnetuimmilta tietoturvauhkilta. Päivityksiä voidaan toteuttaa yhdellä kerralla useille järjestelmille ja voimme olla varmoja siitä, että kriittiset palvelinkonfiguraatiot on tehty samalla tavalla”, sanoo Jousimaa.
”SUSEn ratkaisut ovat toimineet ongelmitta, emmekä ole tarvinneet niihin liittyvää tukipalvelua. Tukea ja asiantuntemusta on tarjolla SUSElta tarpeen vaatiessa. Ympäristömme kuormittaa it-yksikköämme vähemmän, ja aikaa on vapautunut ylläpidosta kehitystyöhön. Ilman SUSE Manageria emme kykenisi hallinnoimaan tehokkaasti kymmeniä virtuaalipalvelimia”, korostaa Jousimaa.
”Linux-palvelinten hallinta on helpompaa verrattuna Windowsiin
Maryland-based Aledade is creating a new physician-led Accountable Care Organization (ACO) in Central Florida in partnership with Clermont-based Primary Partners. The ACO will use technology and analytics to improve patient health outcomes and lower costs. It will be led by independent primary care physicians and managed by Kelly Conroy, Executive Director of Aledade's Florida division. The ACO aims to empower primary care doctors to practice preventative, high-value, personalized care through data analysis and resources provided by Aledade.
NKA Accounting Solutions is a global business consulting firm based in India that provides high-value consulting services to start-ups and billion-dollar companies. They help clients improve performance, reduce costs, and stimulate growth through data analytics. Their team of experts and professionals delivers customized solutions in areas like business consulting, HR and sales analytics, accounting, taxation, and SOX compliance. NKA prioritizes innovation, customization, and quality service to help clients efficiently.
This document provides information and materials for evaluating the performance of a legal administrative specialist. It includes a sample performance evaluation form spanning 7 pages that evaluates an employee on various performance factors rated on a scale. It also provides examples of performance review phrases for evaluating different skills and attributes. Finally, it outlines the top 12 methods for performing a performance appraisal for a legal administrative specialist, describing each method's key aspects and advantages or disadvantages.
This document provides information and resources for evaluating the performance of a court liaison officer, including:
1. A sample performance evaluation form with ratings, factors, and sections for comments.
2. Examples of performance review phrases for various skills and behaviors.
3. An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information and resources for performing a legal liaison's performance appraisal. It includes:
1) A sample performance appraisal form for a legal liaison with sections to rate job performance, note strengths/areas for improvement, set goals, and obtain signatures.
2) Examples of performance review phrases to describe a legal liaison's attitude, creativity, decision-making, interpersonal skills, and problem-solving abilities.
3) An overview of the top 12 methods for conducting a legal liaison's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information on performance evaluation methods for litigation attorneys. It discusses 12 different methods: 1) Management by Objectives, 2) Critical Incident Method, 3) Behaviorally Anchored Rating Scales, 4) Behavioral Observation Scales, 5) 360 Degree Feedback, 6) Checklist and Weighted Checklist Method. For each method, it provides a brief overview and highlights their key aspects, advantages, and disadvantages. The document aims to inform litigation attorneys on different approaches to evaluate employee performance.
This document provides information and materials for evaluating the performance of a regulatory affairs assistant, including:
1. A sample performance evaluation form with ratings and factors to evaluate things like administration, communication, teamwork, and customer service.
2. Examples of performance review phrases to assess attitudes, creativity, decision-making, interpersonal skills, and problem-solving.
3. An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information and examples for evaluating the performance of prosecution lawyers. It includes six high-level performance appraisal methods:
1. Management by Objectives sets goals for employees and evaluates their performance in achieving those goals.
2. Critical Incident records specific positive and negative behaviors throughout the review period.
3. Behaviorally Anchored Rating Scales describes performance on rating scales based on critical behaviors.
4. Behavioral Observation Scales rates the frequency of critical incidents over a period.
5. 360 Degree Feedback incorporates anonymous feedback from managers, peers, and subordinates.
6. Checklist and Weighted Checklist methods involve rating employees on skills and traits using a list or
Personal injury lawyer performance appraisaledglarmohamed
This document provides information and materials for evaluating the performance of a personal injury lawyer, including:
1. A sample job performance evaluation form for a personal injury lawyer with sections for reviewing performance factors, strengths, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating a personal injury lawyer's attitude, creativity, decision-making, interpersonal skills, and problem-solving abilities.
3. An overview of the top 12 methods for conducting a personal injury lawyer's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document contains materials for evaluating the performance of a registration representative, including:
1. A multi-page performance evaluation form for rating a registration representative on various performance factors and overall performance.
2. Links to online resources for performance appraisal materials like phrases, forms, and tips.
3. Sections for commenting on an employee's strengths, areas for improvement, and developing a plan of action.
4. Signatures from the employee and evaluators to sign off on the evaluation.
5. Additional pages providing example phrases to use in a performance review for areas like attitude, creativity, and decision making.
Similar to Legal compliance officer performance appraisal (20)
This document provides 13 tips for improving communication skills. The tips include learning to listen actively, over-communicating key points to ensure understanding, avoiding overreliance on visual aids, putting oneself in others' shoes to develop empathy, soliciting honest feedback, engaging audiences in discussions, prioritizing in-person conversations over writing, accepting nerves when public speaking, starting and ending with key points, using the PIP framework in introductions, getting to know the intended audience, and focusing on earning respect rather than laughs. The document emphasizes clear, well-structured communication tailored to the audience.
This document provides information and resources for conducting a performance appraisal for a hygiene officer. It includes:
1. A sample performance evaluation form with sections for reviewing job performance based on key criteria, identifying strengths and areas for improvement, setting goals, and obtaining signatures.
2. Examples of performance review phrases focused on attributes like attitude, creativity, decision-making, interpersonal skills, and problem-solving.
3. An overview of the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
This document provides information and materials for evaluating the performance of a corresponding secretary, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating a corresponding secretary's attitude, creativity, decision-making, interpersonal skills, and problem-solving abilities.
3. An overview of the top 12 methods for conducting a corresponding secretary's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
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Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
3. I. Legal compliance officer performance form
Name:
Evaluation Period:
Title: Date:
PERFORMANCE PLANNING AND RESULTS
Performance Review
• Use a current job description (job descriptions are available on the HR web page).
• Rate the person's level of performance, using the definitions below.
• Review with employee each performance factor used to evaluate his/her work performance.
• Give an overall rating in the space provided, using the definitions below as a guide.
Performance Rating Definitions
The following ratings must be used to ensure commonality of language and consistency on
overall ratings: (There should be supporting comments to justify ratings of “Outstanding” “Below Expectations,
and “Unsatisfactory”)
Outstanding Performance is consistently superior
Exceeds Expectations Performance is routinely above job requirements
Meets Expectations Performance is regularly competent and dependable
Below Expectations Performance fails to meet job requirements on a frequent basis
Unsatisfactory Performance is consistently unacceptable
A. PERFORMANCE FACTORS (use job description as basis of this evaluation).
Outstanding
Job Performance Evaluation Form
Page 3
4. Administration - Measures effectiveness in planning,
organizing and efficiently handling activities and eliminating
unnecessary activities
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Knowledge of Work - Consider employee's skill level,
knowledge and understanding of all phases of the job and
those requiring improved skills and/or experience.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Communication - Measures effectiveness in listening to
others, expressing ideas, both orally and in writing and
providing relevant and timely information to management,
co-workers, subordinates and customers.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Teamwork - Measures how well this individual gets along
with fellow employees, respects the rights of other
employees and shows a cooperative spirit.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Decision Making/Problem Solving - Measures
effectiveness in understanding problems and making timely,
practical decisions.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Expense Management - Measures effectiveness in
establishing appropriate reporting and control procedures;
operating efficiently at lowest cost; staying within
established budgets.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Human Resource Management - Measures effectiveness in
selecting qualified people; evaluating subordinates'
performance; strengths and development needs; providing
constructive feedback, and taking appropriate and timely
action with marginal or unsatisfactory performers. Also
considers efforts to further the university goal of equal
employment opportunity.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Independent Action - Measures effectiveness in time
management; initiative and independent action within
prescribed limits.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Outstanding
Job Performance Evaluation Form
Page 4
5. Job Knowledge - Measures effectiveness in keeping
knowledgeable of methods, techniques and skills required
in own job and related functions; remaining current on new
developments affecting SPSU and its work activities.
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Leadership - Measures effectiveness in accomplishing
work assignments through subordinates; establishing
challenging goals; delegating and coordinating effectively;
promoting innovation and team effort.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Managing Change and Improvement - Measures
effectiveness in initiating changes, adapting to necessary
changes from old methods when they are no longer
practical, identifying new methods and generating
improvement in facility's performance.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Customer Responsiveness - Measures responsiveness and
courtesy in dealing with internal staff, external customers
and vendors; employee projects a courteous manner.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Personal Appearance - Measures neatness and personal
hygiene appropriate to position.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Dependability - Measures how well employee complies
with instructions and performs under unusual
circumstances; consider record of attendance and
punctuality.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Safety - Measures individual's work habits and attitudes as
they apply to working safely. Consider their contribution to
accident prevention, safety awareness, ability to care for
SPSU property and keep workspace safe and tidy.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Employee's Responsiveness - Measures responsiveness in
completing job tasks in a timely manner.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Job Performance Evaluation Form
Page 5
6. B. EMPLOYEE STRENGTHS AND ACCOMPLISHMENTS: Include those which are relevant
during this evaluation period. This should be related to performance or behavioral
aspects you appreciated in their performance.
C. PERFORMANCE AREAS WHICH NEED IMPROVEMENT:
D. PLAN OF ACTION TOWARD IMPROVED PERFORMANCE:
Job Performance Evaluation Form
Page 6
7. E. EMPLOYEE COMMENTS:
F. JOB DESCRIPTION REVIEW SECTION: (Please check the appropriate box.)
Employee job description has been reviewed during this evaluation and no changes
have been made to the job description at this time.
Employee job description has been reviewed during this evaluation and modifications
have been proposed to the job description. The modified job description is attached to
this evaluation.
G. SIGNATURES:
Employee Date
(Signature does not necessarily denote agreement with official review and means only that the employee was
given the opportunity to discuss the official review with the supervisor.)
Evaluated by Date
Reviewed by Date
Job Performance Evaluation Form
Page 7
8. II. Legal compliance officer performance phrases
1.Attitude Performance Review Examples – legal compliance officer
Positive review
• Holly has one of those attitudes that is always positive. She frequently has a smile on her
face and you can tell she enjoys her job.
• Greg is a cheerful guy who always makes you feel delighted when you’re around him.
We are fortunate to have Greg on our team.
• Thom has an even demeanor through good times and bad. His constant cheer helps others
keep their “enthusiasm” – both positive and negative – in check.
Negative review
• Jim frequently gives off “an air” of superiority to his coworkers. He is not approachable
and is rough to work with.
• Bill has a dreadful outlook at times which has a tendency to bring down the entire team.
• For the most part, Lenny is a personable guy, but when he gets upset, his attitude turns
shocking. Lenny needs to balance his personality out and not react so much to negative
events.
2.Creativity and Innovation Performance Review Phrases for legal compliance officer
Positive review
• Sally has a creative touch in a sometimes monotonous role within our team – the way she
adds inspiration to the day to day tasks she performs is admirable.
• When a major problem arises, we frequently turn to Jon for his creativity in solving
problems. The way he can look at an issue from different sides is a great resource to our
team.
Job Performance Evaluation Form
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9. • Whenever we need a fresh look at a problem, we know we can turn to Julia for a novel
perspective.
Negative review
• Paul’s team feels discouraged as he often “shoots down” creative ideas without any
explanation. Paul should be more willing to listen to ideas before he rejects them outright.
• Jean does not tap into the creative side of her team and consistently overlooks the
innovate employees reporting to her.
• Kevin has a difficult time thinking “outside of the box” and creating new and untested
solutions.
3.Performance review phrases for decision making – legal compliance officer
Positive performance review phrases for decision making
A person with good decision-making skills should be a person:
• Be able to make sound fact-based judgments;
• Be able to work out multiple alternative solutions and determined the most suitable one;
• Be objective in considering a fact or situation;
• Be firm to not let the individual emotion and feeling affect on the made decision;
Negative performance review phrases for decision making
• Be hesitant in making decision and too much cautious in making the final decision which often
results in wrong decision;
• Apply complex and impractical approaches in solving problems;
• Fail to make a short-list of solutions recommended by direct units;
• Be paralyzed and confused when facing tight deadlines to make decisions;
4.Interpersonal Skills Performance Review Phrases – legal compliance officer
Positive review
Job Performance Evaluation Form
Page 9
10. • Ben has a natural rapport with people and does very well at communicating with others.
• Sally has a knack for making people feel important when she speaks with them. This
translates into great opportunities for teamwork and connections to form.
• Jack makes people feel at home with him. His natural ability to work with people is a
great asset to our team.
Negative review
• Tim does not understand how crucial good working relationships with fellow team
members are.
• John has an excellent impression among the management team, yet his fellow team
members cannot stand working with him.
• Paula seems to shrink when she’s around others and does not cultivate good relations
with her co-workers.
5.Problem Solving Skills Employee Evaluation Examples – legal compliance officer
Positive review
• Greg’s investigative skills has provided a key resource for a team focused on solving
glitches. His ability to quickly assess a problem and identify potential solutions is key to
his excellent performance.
• Frank examines a problem and quickly identifies potential solutions – and then makes a
recommendation as to what solution to pursue.
• Rachel understands the testing process and how to discover a solution to a particular
problem.
Negative review
• Joan is poor at communicating problem status before it becomes a crisis.
• Bill can offer up potential solutions to a problem, but struggles to identify the best
solution.
• Unraveling a problem to discuss the core issues is a skill Janet lacks.
• Peter resists further training in problem solving, believing he is proficient, yet lacking in
many areas.
• In his technical role, we turn to James often to solve problems. He seems slow and
indecisive when presented with a major issue.
Job Performance Evaluation Form
Page 10
11. 6.Teamwork Skills Performance Appraisal Phrases – legal compliance officer
Positive review
• Harry manages his relationships with his coworkers, managers, and employees in a
professional manner.
• Tom contributes to the success of the team on a regular basis.
• Ben isn’t concerned about who gets the credit, just that the task gets accomplished.
• Mary is a team player and understands how to help others in times of need.
• Peter is the consummate team player.
Negative review
• Bill does not assist his teammates as required.
• Ryan holds on to too much and does not delegate to his team effectively.
• Bryan focuses on getting his own work accomplished, but does not take the time to help
those members of his team who are struggling to keep up.
• Peter was very good at teamwork when he was just a member of the team, now that he is
in a supervisory role, Peter has lost much of those teamwork skills.
• Lyle works with the team well when his own projects are coming due and he needs help,
but once those are accomplished, he does not frequently help others on their projects.
Job Performance Evaluation Form
Page 11
12. III.Top 12 methods for legal compliance officer performance
appraisal:
1.Management by Objectives (MBO) Method
This is one of the best methods for the judgment of an employee's performance, where the
managers and employees set a particular objective for employees and evaluate their performance
periodically. After the goal is achieved, the employees are also rewarded according to the results.
This performance appraisal method of management by objectives depends on accomplishing the
goal rather than how it is accomplished.
-----------------------------
MBO Features
MBO emphasizes participatively set goals that are tangible, verifiable and measurable.
MBO focuses attention on what must be accomplished (goals) rather than how it is to be
accomplished (methods).
MBO, by concentrating on key result areas translates the abstract philosophy of
management into concrete phraseology. The technique can be put to general use (non-
specialist technique). Further it is “a dynamic system which seeks to integrate the company's
Job Performance Evaluation Form
Page 12
13. need to clarify and achieve its profit and growth targets with the manager's need to contribute
and develop himself”.
MBO is a systematic and rational technique that allows management to attain maximum
results from available resources by focusing on achievable goals. It allows the subordinate
plenty of room to make creative decisions on his own.
-----------------------------
2.Critical Incident Method
In this method, the manager writes down the positive and negative behavioral performance of the
employees. This is done throughout the performance period and the final report is submitted as
the assessment of the employees. This method helps employees in managing their performance
and improves the quality of their work.
-----------------------------
Disadvantages of critical Incident
This method suffers however from the following limitations:
• Critical incidents technique of evaluation is applied to evaluate the performance of superiors
rather than of peers of subordinates.
• Negative incidents may be more noticeable than positive incidents.
• It results in very close supervision which may not be liked by the employee.
• The recording of incidents may be a chore for the manager concerned, who may be too busy or
forget to do it.
• The supervisors have a tendency to unload a series of complaints about incidents during an
annual performance review session.
-----------------------------
3.Behaviorally Anchored Rating Scales (BARS)
The BARS method is used to describe a rating of the employee's performance which focuses on
the specific behavior as indicators of effective and ineffective performance. This method is
usually a combination of two other methods namely, the rating scale and critical incident
technique of employee evaluation.
-----------------------------
Rating scales for BARs
Each behavior can rate at one of 7 scales as follows (you can set scales depend on your
requirements)
• Extremely poor (1 points)
• Poor (2 points)
• Below average (3 points)
• Average (4 points)
• Above average (5 points)
• Good (6 points)
• Extremely good (7 points)
Job Performance Evaluation Form
Page 13
14. -----------------------------
4.Behavioral Observation Scales (BOS)
It is defined as the frequency rating of critical incidents which the employee has performed over
a specific duration in the organization. It was developed because methods like graphic rating
scales and behaviorally anchored rating scales (BARS) depend on vague judgments made by the
supervisors about employees.
-----------------------------
5.360 Degree Performance Appraisal Method
The definition of this performance evaluation method is that, it is a system or process wherein
the employees receive some performance feedback examples, which are anonymous and
confidential from co-workers. This process is conducted by managers and subordinates who,
through 360 degrees, measure certain factors about the employees. These are behavior and
competence, skills such as listening, planning and goal-setting, teamwork, character, and
leadership effectiveness.
-----------------------------
Advantages of 360 degree appraisal
• Offer a more comprehensive view towards the performance of employees.
• Improve credibility of performance appraisal.
• Such colleague’s feedback will help strengthen self-development.
• Increases responsibilities of employees to their customers.
• The mix of ideas can give a more accurate assessment.
• Opinions gathered from lots of staff are sure to be more persuasive.
• Not only manager should make assessments on its staff performance but other colleagues
should do, too.
• People who undervalue themselves are often motivated by feedback from others.
• If more staff takes part in the process of performance appraisal, the organizational culture of the
company will become more honest.
-----------------------------
6.Checklist and Weighted Checklist Method
The checklist method comprises a list of set objectives and statements about the employee's
behavior. For example, leadership skills, on-time delivery, innovation, etc. If the appraiser
believes that the employee possesses the trait mentioned in the checklist, he puts a tick in front of
it. If he thinks the employee doesn't have a particular trait he will leave it blank and mentions
about it in the improvement column. Weighted checklist is a variation of the checklist method
where a value is allotted to each question. The value of each question can differ based on its
importance. The total score from the checklist is taken into consideration for evaluating the
Job Performance Evaluation Form
Page 14
15. employee's performance. It poses a strong threat of bias on the appraiser's end. Though this
method is highly time-consuming and complex, it is widely used for performance evaluation.
-----------------------------
Advantages and disadvantages of weighted checklist
• This method help the manager in evaluation of the performance of the employee.
• The rater may be biased in distinguishing the positive and negative questions. He may assign
biased weights to the questions.
• This method also is expensive and time consuming.
• It becomes difficult for the manager to assemble, analyze and weigh a number of statements
about the employee’s characteristics, contributions and behaviors.
-----------------------------
7.Graphic Rating Scale Method
Graphic rating scale is one of the most frequently used performance evaluation methods. A
simple printed form enlists the traits of the employees required for completing the task
efficiently. They are then rated based on the degree to which an employee represents a particular
trait that affects the quantity and quality of work. A rating scale is adopted and implemented for
judging each trait of the employee. The merit of using this method is that it is easy to calculate
the rating. However, a major drawback of this method is that each characteristic is given equal
weight and the evaluation may be subjective.
-----------------------------
Advantages and Disadvantage of the rating scales
Advantages of the rating scales
• Graphic rating scales are less time consuming to develop.
• They also allow for quantitative comparison.
Disadvantages of the rating scales
• Different supervisors will use the same graphic scales in slightly different ways.
• One way to get around the ambiguity inherent in graphic rating scales is to use behavior based
scales, in which specific work related behaviors are assessed.
• More validity comparing workers ratings from a single supervisor than comparing two workers
who were rated by different supervisors.
-----------------------------
8.Comparative Evaluation Method
Two ways are used to make a comparative evaluation, namely, the simple ranking method and
the paired comparison method. In the simple or straight ranking method the employee is rated by
the evaluator on a scale of best to worst. However, the evaluator may be biased and may not
judge the overall performance effectively in the absence of fixed criteria. This kind of evaluation
may be more opinion-based than fact-based.
Job Performance Evaluation Form
Page 15
16. Under the paired comparison method, the overall performance of one individual is directly
compared with that of the other on the basis of a common criterion. This comparison is all
evasive and not job-specific. While some employees emerge as clear front runners, there are
others who seem to be lagging behind. This is not a popular evaluation system as employers do
not want to encourage discrimination. This is useful in companies which have a limited number
of promotions or funds.
-----------------------------
Steps to conduct paired comparison analysis
• List the options you will compare (elements as A, B, C, D, E for example).
• Create a table 6 rows and 7 column.
• Write down option to column and row; A to row second, cell first from left and A to row first,
cell second from left; B to row third, cell first from left and B to row first, cell third from left etc;
column seventh is total point.
• Identify importance from 0 (no difference) to 3 (major difference).
• Compare element “A” to B, C, D, E and place “point” at each cell.
• Finally, consolidate the results by adding up the total of all the values for each of the options.
You may want to convert these values into a percentage of the total score.
-----------------------------
9.Forced Choice Method
In this method, the appraiser is asked to choose from two pairing statements which may appear
equally positive and negative. However, the statements dictate the performance of the employee.
An excellent example of this can be "works harder" and "works smarter". The appraiser selects a
statement without having knowledge of the favorable or the unfavorable one. This method works
in companies where the appraiser shows a tendency to under-evaluate or over-evaluate the
employees. Also, it is very costly to implement and does not serve the purpose of developing the
employees. It can also frustrate the appraiser as he does not know which is the right option.
-----------------------------
10.Forced Distribution Method
In this method, the appraiser rates employees according to a specific distribution. For example,
out of a set of 5 employees, 2 will get evaluated as high, 2 will get evaluated as average while 1
will be in the low category. This method has several benefits as it tries to eliminate the leniency
and central tendency of the appraiser. However, its biggest drawback is the fact that it
encourages discrimination among the employees. Another major problem with this method is
that it dictates that there will be forced distribution of grades even when all the employees are
doing a good job.
-----------------------------
Advantages and disadvantages of forced Ranking
Advantages:
• They force reluctant managers to make difficult decisions and identify the most and least
talented members of the work group.
Job Performance Evaluation Form
Page 16
17. • They create and sustain a high performance culture in which the workforce continuously
improves.
Disadvantages
• They increase unhealthy cut-throat competitiveness;
• They discourage collaboration and teamwork;
• They harm morale;
• They are legally suspect giving rise to age discrimination cases.
-----------------------------
11.Essay Evaluation Method
In the essay method of evaluation the appraiser writes an elaborate statement about the employee
who is being evaluated. He mentions the employee's strengths and weaknesses. He also suggests
ways to improve his performance and appreciates the good qualities. This essay can be prepared
by the appraiser alone or together with the employee. As the criteria for evaluation is not defined,
it helps the appraiser to focus on the areas that actually need improvement. This open-ended
method accords flexibility and eliminates rigidity which is observed in criteria-driven
evaluations. However, it is a highly time-consuming and subjective method, and may not
necessarily work for the benefit of the organization.
-----------------------------
Essay evaluation is a non-quantitative technique
This method is advantageous in at least one sense, i.e., the essay provides a good deal of
information about the employee and also reveals more about the evaluator. The essay evaluation
method however, suffers from the following limitations:
It is highly subjective; the supervisor may write a biased essay. The employees who are
sycophants will be evaluated more favorably then other employees.
Some evaluators may be poor in writing essays on employee performance. Others may be
superficial in explanation and use flowery language which may not reflect the actual
performance of the employee. It is very difficult to find effective writers nowadays.
The appraiser is required to find time to prepare the essay. A busy appraiser may write
the essay hurriedly without properly assessing the actual performance of the worker. On the
other hand, appraiser takes a long time, this becomes uneconomical from the view point of the
firm, because the time of the evaluator (supervisor) is costly.
12.Performance Test and Observation Method
This method deals with testing the knowledge or skills of the employees. It can be implemented
in the form of a written test or can be based on the actual presentation of skills. The test must be
conceived by the human resources department and conducted by a reliable evaluator who has in-
depth knowledge about the field of the test. There can be bias if the performance is evaluated on
the presentation of skills. However, a written test can be a reliable yardstick to measure the
knowledge. Tests will also enable the management to check the potential of employees.
However, if the human resources department decides to outsource the compilation of the test, it
may incur additional cost for the organization.
Job Performance Evaluation Form
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18. Fields/positions related to performance appraisal:
The above performance appraisal can be used for fields as:
construction, manufacturing, healthcare, non profit, advertising, agile, architecture, automotive,
agency, budget, building, business development, consulting, communication, clinical research,
design, software development, product development, interior design, web development,
engineering, education, events, electrical, exhibition, energy, ngo, finance, fashion, green card,
oil gas, hospital, it, marketing, media, mining, nhs, non technical, oil and gas, offshore,
pharmaceutical, real estate, retail, research, human resources, telecommunications, technology,
technical, senior, digital, software, web, clinical, hr, infrastructure, business, erp, creative, ict,
hvac, sales, quality management, uk, implementation, network, operations, architectural,
environmental, crm, website, interactive, security, supply chain, logistics, training, project
management, administrative management…
The above performance appraisal also can be used for job title levels:
entry level, junior, senior, assistant, associate, administrator, clerk, coordinator, consultant,
controller, director, engineer, executive, leader, manager, officer, specialist, supervisor, VP…
Job Performance Evaluation Form
Page 18