HRMWebinar

Session 2- Appraising Performance

HRMWebinar

THE LANGUAGE of JOB INTERVIEWS

WELCOME TO LISBON...Again !

SUMMARY

Review of language from the last sessionStaff appraisal form-performance indicatorsTalk about staff performanceDiscuss strengths and weaknesses within rolesGive feedbackOffer support and suggestionsSet objectives for future action

Review-The Language of Interviews

be suitable/ not suitableapply foran applicantan application formcheck credentialsrejection letterqualificationsexperience backgroundaccomplishmentachievementperson specificationneglect to includeroom for advancementoffer the job

I’d just like to check your phone number. Perhaps you can begin by telling me a little about your previous experience?

What are your strengths and weaknesses?

Reasons for holding performance appraisals

The overall intention is to improve future performance. A good appraisal presupposes that even the best performance can be improved and aims to increase the probability of future plans being carried out.

Review individual performancePlan future work and roleSet up and agree specific individual goalsIdentify development needs Set up development strategy and CPDGive on-the-spot coaching to the individualAllow the exchange of feedbackFocus on longer-term career progressionIncrease motivation

How to hold performance appraisals

Allow enough time for the appraisal

Allow no disturbances

Create a suitable environment-somewhere private and comfortable

Put the individual at ease

Explain the agenda

...and what to avoid

Treat appraisals as an end rather than a meansTalk too much about the pastBe too criticalFeedback and comments not clearYou don’t follow up after the meeting

http://www.youtube.com/watch?v=sCKOpJQI6Iw&feature=related

The Shortlisted Applicants

Zi Ling 24MBA

CambridgeMarketing

Jennifer Jones 27LSE

Economics

Duncan Rourke 57The School of Life

Sales

Lucy Looker 29Lancaster Marketing

ProfileNew starterEnglishBA Marketing5 years experience

Multinational Marketing Company

Seeking future managers

We are a rapidly expanding and young company based in Tula in Russia with a wide portfolio of clients in retail, telecommunications and diverse sectors.

•Must be able to relocate within 3 months•A high level of English required•Strong leadership and communication skills essential

Motivating, negotiable salary for the right candidate

For details visit

www.tulamarketing.com

Excerpt from Job Specification

The post holder will be responsible for:

•Developing existing relationships with our existing client base•Working closely with the sales manager and team to expand our client portfolio •Leading the marketing team for our western European region•Giving direct input to the innovations manager and his team

You will report directly to the Marketing Director and keep her informed of all decisions made, as well provide regular reports to her and the CEO.

You will set up and hold regular meetings for all senior staff on a weekly basis

Staff Appraisal Form

Quarterly Staff Appraisal Form

Competency Score Notes

Attendance

Punctuality

Organization

Time management

Relationship with clients

Relationship with colleagues

Motivation

What do you feel are you main strengths and weaknesses within the role?

Staff Appraisal Form

Are you still feeling as enthusiastic about the role as you were at interview?

I notice that you’ve arrived late on a number of occasions. Can you say a little about that?

So far, you’ve not taken any holidays. Aren’t you due a day off?

Do you feel that you run short of time on certain tasks? How could you avoid this?

You rate yourself very highly in terms of getting your tasks in order. Is there anything you need to improve is this area?

What’s your perception of how well you get on with our customers?

What has your relationship with those you work with like? Any problems you’d like to discuss?

What do you feel are your main strengths and weaknesses within the role?

Yes. I’m learning new things every day...after all there’s a lot to learn.

I’ve been sharing a place an hour from here...I’m looking for an apartment with better transport links.

I am...but I’m saving days so I can take a longer break in the UK at the end of next month...work allowing of course.

I’m aware that there is room for improvement here. I think I need to make more realistic estimates.

I honestly believe that this is one of my strong points. Prioritizing key tasks is something I do well.

We are getting on like a house on fire and they have been very helpful. I’m really adjusting to the way of life here.

I take this very seriously and am polite and patient with them

Flexibility-adapting and prioritising for the overall success of the business

Willingness to ‘get stuck in’-this has been more difficult than I thought and I have had to learn to adapt very quickly

Increasing understanding of the importance and relevance of the role-I believe I made a tangible difference to getting the most out of the job

Building relationships with various team members

Managerial skills. I am proud of my organizational skills and have tried to pass on my experience in this area to other members of the team

What do you feel are your main strengths within the role?

The Aptitude/Competency Matrix

1 2

4

3

Staff member

Positive

Negative

High Low

ATTITUDE

COMPETENCE

Managing Feedback

Use informal small talk to open the appraisal

Start on a positive note

Find something good to say at the beginning of the interview

Use praise to move carefully into the critical comments you want to make

BUT!

I can see that you’re getting along with your colleagues...

You really learned the technical areas of the role quickly...

Hi Lucy come in and take a seat- how are you today …good…so I’ve been reviewing your performance and it looks as if you’ve settled in well. We’re very pleased with your progress so far.

You’ve been here six months now and we set a goal of meeting and developing strong relationships with 12 of our portfolio of clients over the year and you’ve already done that with 9…that’s great…and how have you found it?

Are there any specific areas you feel you need to improve?

OK. Well…I can see you’re getting on well with the your colleagues it’s just that some of them have complained about your temper…you sometimes get stressed and it shows.

Now let’s look at you other client satisfaction KPIs….they look good too

Performance appraisal-evaluation-reviewDevelop staff potentialGive feedback-set goalsStructure-skill-diplomacyMake critical commentsGet the employee to bring up issues themselvesEncourage self criticism

Are there any specific areas you feel you need to improve?

Maybe you have some thoughts on your performance?

Perhaps you wouldn’t mind sharing your own ideas on how you’ve been doing

How about you...what’s your self-assessment at this point?

Managing Feedback

Set objectives for future action

So we’ve agreed your plans for training...let’s just finish up with your productivity goals.

Starting with developing our relationships with clients...I think we can take your target up to 20 by the end of the year.

Agreed, great so that’s that. Let’s move on to the time spent with managing each client...you’re currently spending about a week on the whole process for each.

We can’t be spending so much time on them...the client comes to expect it and efficiency goes down.

You end up spending too much time on each and that gets hard for you too.

Be polite, be firm and give them the option to have shorter more focussed meetings.

support@humanenglish.com