Employee Performance Appraisal System: An Overview
Performance assessment due to professional career. Performance review offers employees feedback on their caliber and the contributions of their organizations. Manager, colleagues, subordinates and clients measure employee performance and core values against a set of attributes or goals by scalar or numeric rating system. Performance reviews received, an employee in quality, quantity, time and money.
In fact, the measurement of employee performance is a critical task based on the review and the calculations on the recent contributions of the employees for their businesses, their successes and failures, the personal forces and weaknesses and promotion or training qualifications. Responsible for seniors, colleagues and associates of the company remain responsible to monitor and measure the performance of employees. Similarly, employees are encouraged to their performance by self and this process is commonly known as management 360 degree appraisal system. An evaluation of the performance quality and scrupulous also enjoys the company and its employees. Two of them should cooperate among themselves in this; they will be able to promote mutual understanding of their individual needs, business objectives and acceptable performance parameters.
These days, employee performance evaluation system had been manual above. It has now become the Web allowing the parties involved make the task of evaluation more quickly and with ease. Also, the results of the online system generates are seamless. With the use of this valuable system, Department of human resources of a company can make their decisions works perfectly on their employees in accordance with the feedback. There are several purposes and benefits that a user of a rating system can win.
Common Purposes of an Appraisal System : An appraisal system generates feedback about employees of a user company. On the basis of feedback, HR department of that company can make right decision about the concerned employees. So, while different career factors of an employee depend upon the system-generated feedback, the user company should inform their employees why and how the system is going to be used, well in advance, so that employees should be aware of the pros and cons of evaluating performances that are weighed by the system.
To provide suggestions or feedback about employee performance
To point out factors that necessitate employee training
To keep the employees informed about required parameters to win organizational rewards
To help make decisions about salary progression, bonuses, promotions, etc. about employees
To help the user company to diagnose faults, to amend them and to develop
To bridge the gap, if any, between an employer and an employee
To help employees to improve themselves through counseling, coaching and refreshment sessions
To measure if the core values are being followed by the employees
To identify if the employees are focused on the set behavioral parameters
Setting Up an Informational Interview
The first step is to identify people who have jobs that you find intriguing and inspiring. Be resourceful. Scour the Internet and read local newspapers and business publications. Tell your family, friends, neighbors, colleagues, former teachers and classmates about your interviewing endeavor and ask them for names of people with whom you should speak.
As you develop your list of potential contacts, send each person an introductory letter explaining your background, career goals, interests and what you hope to gain from the interview. Request 20 to 30 minutes of the person's time at their convenience. Be clear that you are seeking information only -- not a job. If the person is receptive to your request, ask for a face-to-face meeting at his or her workplace. While getting together for lunch or talking on the phone is fine, visiting the person's office will give you a better feel for the job.
Why did you leave your last job?
Don't say: "Gee, there were so many reasons I got out of that hellhole."
Instead: Take your time to answer this question, Dattner says. "If the interviewer thinks you are rushing through it, there's a problem."
Why: This is your chance to talk about your experience and your career goals. Don't badmouth a former boss or explain why you were just too good to stay at such a menial job. Instead, focus on what you learned in your previous position and how you are ready to use those skills in a new position. Detail the path you want your career to follow while illustrating how this job is right for you and how you're right for the company.
Things to Tell an Interviewer
The best way to show these traits is to take the initiative and have several personal stories that you can tell, taking maybe 30 to 90 seconds each. You may want to start by developing your stories around these seven areas:
1. Times where you either made money or saved money for your current or previous company.
2. A crisis in your life or job and how you responded or recovered from it.
3. A time where you functioned as part of a team and what your contribution was.
4. A time in your career or job where you had to overcome stress.
5. A time in your job where you provided successful leadership or a sense of direction.
6. A failure that occurred in your job and how you overcame it.
7. Any seminal events that happened during your career to cause you to change direction and how that worked out for you. I want to emphasize that an interview should not be an interrogation. It should be a conversation between two equals. When you accomplish this you come away a step closer to your goal of landing the job you really want, because... It's the conversation that wins an interview, and it's the conversation that wins the job. To have a conversation, have your stories ready.
Interview Question: Why did you leave your last job?
Don't say: "Gee, there were so many reasons I got out of that hellhole."
Instead: Take your time to answer this question, Dattner says. "If the interviewer thinks you are rushing through it, there's a problem."
Why: This is your chance to talk about your experience and your career goals. Don't badmouth a former boss or explain why you were just too good to stay at such a menial job. Instead, focus on what you learned in your previous position and how you are ready to use those skills in a new position. Detail the path you want your career to follow while illustrating how this job is right for you and how you're right for the company.
Interview Question, Why did you leave your last job
Don't say: "Gee, there were so many reasons I got out of that hellhole."
Instead: Take your time to answer this question, Dattner says. "If the interviewer thinks you are rushing through it, there's a problem."
Why: This is your chance to talk about your experience and your career goals. Don't badmouth a former boss or explain why you were just too good to stay at such a menial job. Instead, focus on what you learned in your previous position and how you are ready to use those skills in a new position. Detail the path you want your career to follow while illustrating how this job is right for you and how you're right for the company.
5 Sample Interview Questions: How will you answer?
What are your strengths? (If you really enjoy new challenges and tackle them in an organized manner, this would be a useful strength in almost any situation.) You can talk about your ability to find unique solutions to problems. Be prepared with some concrete examples, since that may be the follow-up question.