ID: 600 122 758 Group: HRD 107 Course: Training and Development Performance Appraisal Form “For branches executive positions” Employee Name: ----------------------------- Manager Name: ------------------------------ Employee Code: ------------------------------ Manager Title: Customer Service Head Job Title: Customer Service Representative Department / Branch: CS – Maadi Branch Job Code: CSR – Br. Period of Appraisal : End of year 2012 Hiring Date: / / Date : / / First: Objectives
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Performance Appraisal is substantial in any organization and although employers understand the rationale for assessing employees’ performance‚ they sometimes view appraisals as a burdensome task that many would like to avoid. But by focusing on these appraisals we can come to understand the effect that it can have on your employees and the organization. The many benefits that it allows‚ even to go as far as to ensure that company objectives are met as well as employee performance‚ but with any organization
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to reinforce it‚ and if it is bad you will want to take reactive action. Performance appraisal means evaluating an employee’s current and or/past performance relative to his or her performance appraisal. Performance appraisal always involve Setting work standards‚ assessing performance‚ and providing feedback to employees to motivate‚ correct‚ and continue their performance. 01. Performance Management and Appraisal: 1.1. Performance Management: Performance Management is an integrated approach to ensuring
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Peter Lamour Career Interview 1. What is your current job title/position and how long have you been in this role? I am currently employed at La Fitness and I am a personal trainer. People who have a membership here at La Fitness set up appointments‚ and I train them one on one. I have been working as a personal trainer here for 3 years now. 2. How did you “land” this position? Before I worked here as a personal trainer‚ I was still working here but as a Sales associate who sold memberships
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Interview Report Presented to Professor Arlene Trillanes Systems Analysis Design and Prototyping 1 Banto‚ Aaron-O-Niel S. Esguerra‚ Jaqueline Joy A. Zaldivar‚ Janine T. BSIT/INF101 2st Semester 2012 Company Profile Company Name: J-Rinc Enterprises Corporation Data Founded: January 8‚ 2002 Office Address: Unit 207-208 2nd Floor J & F Kingsville Commercial Arcade‚ Marcos High-way Brgy. Mayamot‚ Antipolo City TeleFax Nos: 645-3040/280-0843/280-1818
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Performance Appraisals December 15‚ 2013 Performance Appraisals While nobody particularly enjoys them‚ performance appraisals are a beneficial tool used by organizations. An appraisal evaluates not only the employee ’s performance but also his potential for development. As stated in the text‚ “The main objective of performance appraisals is to evaluate employees ’ work performance” (Youssef‚ 2012). Performance appraisals also show the success and efficiency of achieving organizational
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Performance Appraisal is very important in an organization. This paper outlines its importance and explains why it sometime fails. Developing an environment that will consistently produce cost-effective‚ high quality and schedule-beating output is a key step in the success of any organization. Performance appraisal is evaluating/comparing an employee’s actual performance with his/her performance standard. It is important for all organizations to have an effective performance appraisal system because
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integrated approach known as Performance Management‚ to manage the performance‚ consisting of setting goals‚ training employees and then appraising and rewarding them (hrm). It can be explained as a process that consolidates goal setting‚ performance appraisal and development into single‚ common system‚ the aim of which is to ensure that the employee’s performance is supporting the strategic aims. (hrm book 315).. A performance management system would be only effective when the employees in Mambo are
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PERFORMANCE APPRAISAL Performance appraisal‚ also known as employee appraisal‚ is a method by which the job performance of an employee is evaluated (generally in terms of quality‚ quantity‚ cost and time). Performance appraisal is a part of career development. Types include - Behavioral Observation Scales Behavioral Observation Scales is frequency rating of critical incidents that worker has performed. • The BOS was developed by Latham & Wexley (1977) who believed that both graphic
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Investment appraisal techniques Introduction Investment is a key part of building your business. New assets such as machinery can boost productivity‚ cut costs and give you a competitive edge. Investments in product development‚ research and development‚ expertise and new markets can open up exciting growth opportunities. At the same time‚ you need to avoid overstretching
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