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Evaluation (workplace)
In the workplace, an evaluation is a tool employers use to review the performance of an employee. Usually, the employee's supervisor (and frequently, a more senior manager) is responsible for evaluating the employee. A private conference is often scheduled to discuss the evaluation. The process of an evaluation may include one or more of these things: * An assessment on how well the employee is doing. Sometimes, this may include a scale rating indicating strengths and weaknesses in key areas (e.g., following instructions, promptness, and ability to get along with others). Often, the supervisor and manager will discuss the key areas. Or, as some have dared to expose, employers often time don't care about following instructions, arriving on time, or the ability to get along with others. Michael Lewis (author), non- fictional author, once wrote about working at a financial institution: "The bosses rightly cared far more about how much money we squeezed from our customers than how muc ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
A Woman Starts To Fill In An Employee Evaluation Form In Pen
A, or a, is the first Letter (alphabet), letter and the first vowel of the Latin alphabet, Latin alphabet, used in the English alphabet, modern English alphabet, the alphabets of other western European languages and others worldwide. Its name in English is English alphabet#Letter names, ''a'' (pronounced ), plural English alphabet#Letter names, ''aes''. It is similar in shape to the Greek alphabet#History, Ancient Greek letter alpha, from which it derives. The Letter case, uppercase version consists of the two slanting sides of a triangle, crossed in the middle by a horizontal bar. The lowercase version can be written in two forms: the double-storey a and single-storey ɑ. The latter is commonly used in handwriting and fonts based on it, especially fonts intended to be read by children, and is also found in italic type. In English grammar, "English articles, a", and its variant "English articles#Indefinite article, an", are Article (grammar)#Indefinite article, indefinite arti ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Michael Lewis (author)
Michael Monroe Lewis (born October 15, 1960) Gale Biography In Context. is an American author and financial journalist. He has also been a contributing editor to '' Vanity Fair'' since 2009, writing mostly on business, finance, and economics. He is known for his nonfiction work, particularly his coverage of financial crises and behavioral finance. Lewis was born in New Orleans and attended Princeton University, from which he graduated with a degree in art history. After attending the London School of Economics, he began a career on Wall Street during the 1980s as a bond salesman at Salomon Brothers. The experience prompted him to write his first book, ''Liar's Poker'' (1989). Fourteen years later, Lewis wrote '' Moneyball: The Art of Winning an Unfair Game'' (2003), in which he investigated the success of Billy Beane and the Oakland Athletics. His 2006 book '' The Blind Side: Evolution of a Game'' was his first to be adapted into a film, '' The Blind Side'' (2009). In 2010, he r ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Performance Improvement Plan
A performance is an act of staging or presenting a play, concert, or other form of entertainment. It is also defined as the action or process of carrying out or accomplishing an action, task, or function. Management science In the work place, job performance is the hypothesized conception or requirements of a role. There are two types of job performances: contextual and task. Task performance is dependent on cognitive ability, while contextual performance is dependent on personality. Task performance relates to behavioral roles that are recognized in job descriptions and remuneration systems. They are directly related to organizational performance, whereas contextual performances are value-based and add additional behavioral roles that are not recognized in job descriptions and covered by compensation; these are extra roles that are indirectly related to organizational performance. Citizenship performance, like contextual performance, relates to a set of individual activity/co ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Feedback
Feedback occurs when outputs of a system are routed back as inputs as part of a chain of cause-and-effect that forms a circuit or loop. The system can then be said to ''feed back'' into itself. The notion of cause-and-effect has to be handled carefully when applied to feedback systems: History Self-regulating mechanisms have existed since antiquity, and the idea of feedback had started to enter economic theory in Britain by the 18th century, but it was not at that time recognized as a universal abstraction and so did not have a name. The first ever known artificial feedback device was a float valve, for maintaining water at a constant level, invented in 270 BC in Alexandria, Egypt. This device illustrated the principle of feedback: a low water level opens the valve, the rising water then provides feedback into the system, closing the valve when the required level is reached. This then reoccurs in a circular fashion as the water level fluctuates. Centrifugal governors were ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Promotion (rank)
A promotion is the advancement of an employee's rank or position in an organizational hierarchy system. Promotion may be an employee's reward for good performance, i.e., positive appraisal. Before a company promotes an employee to a particular position it might ensure that the person is able to handle the added responsibilities by screening the employee with interviews and tests and giving them training or on-the-job experience. A promotion can involve advancement in terms of designation, salary and benefits, and in some organizations the type of job activities may change a great deal. The opposite of a promotion is a demotion. Elements A promotion involve advancement in terms of designation, salary and benefits, and in some organizations the type of job activities may change a great deal. In many companies and public service organizations, more senior positions have a different title: an analyst who is promoted becomes a "principal analyst"; an economist becomes a "senior eco ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Probation (workplace)
In a workplace setting, probation (or a probationary period) is a status given to new employees and trainees of a company, business, or organization. This status allows a supervisor, training official, or manager to evaluate the progress and skills of the newly-hired employee, determine appropriate assignments, and monitor other aspects of the employee such as honesty, reliability, and interactions with co-workers, supervisors, or the public. Probation is often done in companies and businesses, but similar programs are also done in other organizations such as churches, associations, clubs, or orders, where members must gain experience before becoming full-fledged members.Methodist Church of Great BritainProbationers accessed 23 July 2021 Similar practices can be seen in emergency services, using programs such as a field training program (also called probation). A probationary period varies widely depending on the organization, but can last anywhere from 30 days to several year ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Performance Appraisal
A performance appraisal, also referred to as a performance review, performance evaluation,Muchinsky, P. M. (2012). ''Psychology Applied to Work'' (10th ed.). Summerfield, NC: Hypergraphic Press. (career) development discussion, or employee appraisal, sometimes shortened to "PA", is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about work and settle into their jobs. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations. Performance appraisals are most often conducted by an employee's immediate manager or line manager. While extensively practiced, annual performance reviews have also been criticized as providing feedback too infrequently to be useful, and some critics argue that performance reviews in general do more harm than good. It is an element of the principal-agent framework, that describes the re ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Realistic Job Preview
Realistic job preview (RJP) is a tool companies and organizations use as a way to communicate the good and the bad characteristics of the job during the hiring process of new employees, or as a tool to reestablish job specificity for existing employees. Realistic job previews should provide the individuals with a well-rounded description that details what obligations the individual can expect to perform while working for that specific company. Descriptions may include, but are not limited to, work environment, expectations, and Company policies (rules, restrictions). At the heart of realistic job previews are the employee exchange or psychological contract between employer and employee. By being hired after use of the RJP, the employee enters the contract aware of what the organization will provide to them (pay, hours, schedule flexibility, culture, etc.) as well as what will be expected from them (late hours, stress, customer interaction, high urgency, degree of physical risk, etc. ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Job Evaluation
A job evaluation is a systematic way of determining the value/worth of a job (role), job in relation to other jobs in an organization. It tries to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure. Job evaluation needs to be differentiated from job analysis. Job analysis is a systematic way of gathering information about a job. Every job evaluation method requires at least some basic job analysis in order to provide factual information about the jobs concerned. Thus, job evaluation begins with job analysis and ends at that point where the worth of a job is ascertained for achieving pay equity between jobs and different roles. Process of Job Evaluation Job evaluation is a process used to determine the relative worth of different jobs within an organization. The goal of job evaluation is to create a systematic and objective way to assess the value of each job and to ensure that the jobs within the organi ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
