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How do you describe the key strengths to build on in performance appraisal?
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∙ 11y ago
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Wiki User
∙ 11y ago
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Benefits of SWOT analysis?
I will say that it is tackle, a SWOT analysis you want to focus on the key or 'strategic' issues for the level you are at. If you don't you will run the risk of generating too much detail and being swamped with minor issues. You are trying to maintain and build upon any Strengths. Ideally, you must confront your Weaknesses honestly with a view to doing something about them.You would like to take advantage of any Opportunities that may present themselves. Tactics are required to minimize any threats to your vision, team performance or problem solving.
What is the connection between a company's strategy and its quest for sustainable competitive advantage?
The central thrust of a company's strategy is undertaking moves to build and strengthen the company's long-term competitive position and financial performance by competing differentlyfrom rivals and gaining a sustainable competitive advantage over them.
What is build strategy?
Build strategy is a genre of game I really enjoy. Your objective is to build a massive city/village etc. and usually, to expand and conquer surrounding cities. Example of a Build Strategy game: It's called Grepolis, you build a city and conquer the lands around you with the help of you alliance.
Conclusion of swot analysis?
•A realistic recognition of the weaknesses and threats that exist for your effort is the first step to countering them with a robust and creative set of strengths and opportunities. A SWOT analysis identifies your strengths, weaknesses, opportunities and threats to assist you in making strategic plans and decisions. •SWOT is a simple yet comprehensive way of assessing the positive and negative forces within and without your organization, so you can be better prepared to act effectively. The more stakeholders you involve in preparing the SWOT, the more valuable your analysis will be. •Whatever courses of action you decide on, the four-cornered SWOT analysis prompts you to move in a balanced way throughout your program. It reminds you to: •Build on your strengths •Minimize your weaknesses •Seize opportunities •Counteract threats •A SWOT analysis will be most helpful if you use it to support the vision, mission, and objectives you have already defined. The SWOT will at least provide perspective, and at best will reveal connections and areas for action.
Describe the importance of using empirical evidence when making decisions about customer service?
Empirical evidence is used to predict consumer purchasing power, and to forecast marketplace acceptance of products and services. Empirical evidence also enables organisations to build into its operations cost effective and efficient processes and procedures that will result in customer needs being met in a timely manner.
What are the strengths of a Motte and Bailey Castle?
Strengths of a motte and Bailey castles are that its easy to build and quick to build. there is nothing cos there naf
What strengths can you continue to build on to maximize your success?
When you are asked what strengths you continue to build on to maximize your success, you need to look at your current record. The things that have made you achieve a lot in your career are the ones you should build on.
What is Sony's strengths?
graphics and build to last quality!!
How important is the appraisal system in helping to create shared understandings the objectives of the organization and personal objectives of individual employees?
Performance AppraisalPerformance appraisal is the assessment of an individual's performance in an performance in a systematic way, the performance being measured against such factors as job knowledge, quality and quantity of output, initiative, leadership abilities, supervision, dependability, co-operation, judgment, versatility etc. assessment should not be confined to the past performance alone. Potentials of the employee for the future performance must also be assessed.Performance appraisal can be defined as "the systematic evaluation of the individual with respect to his or her performance on the job and his or her potential for development".A more comprehensive definition is, "Performance appraisal is a formal structured system of measuring and evaluating an employee's job and how the employee can perform effectively in future so that the employee, organization all be benefited."Performance appraisal, to common understanding, is the formal and informal assessment of the performance of the employee at work. In an informal system we are aware that superior is continually making judgments about their subordinates' performance on a subjective basis. By contrast, superiors could resort to using formalized appraisal techniques when assessing the performance of subordinate, and these judgments arc considered to be more objective. In formalized systems the terms 'performance appraisal and 'performance management' are used. Both refer to a process where by mangers and their subordinates share understanding about what has to be accomplished, and the manager will naturally be concerned about how best bring about those accomplishments by adept management and development of people in short and long terms. Also, performance would be measured using the techniques discussed in this chapter and it will be subsequently related to targets or plans. In this way the subordinate receives feedback on his or her progress.Importance of Performance Appraisal SystemsIn many organizations, the feedback on job performance is ambiguous or is given annually as a ritualistic exercise. Many subordinates therefore have trouble in gasping how their efforts are perceived by the organization. Almost every one who has worked at a job can remember times when they were unclear on how their performance was being judged.The annual performance appraisal system tends to serve only a little purpose: salary administration, training and succession planning. But this is not the sole objective of performance appraisal. These objectives will only dilute and weaken the clarity and validity of any appraisal system. Most organization ties the formal appraisal system directly to salary increase, which decrease their validity.Performance appraisal system is therefore very important for organizations to:(a) Link Salary and Status Realistically to the Performance AppraisalsMost personnel departments have a very narrow outlook to appraisals. The general view is to receive the appraisal forms at a date (which usually is the deadline), issue instructions regarding increments and promotions, receive the data regarding the same and they issue letters to the concerned employee informing of their salary increase. The appraisal process gets polluted as the appraiser and appraise have at the back of their minds promotion and salary increase, rather than performance plans and participative reviews. This dilutes the objectives of appraisal to great extent. In fact, if organizations create, a culture of continuous feedback on the performance they would be making the appraisal system more relevant. Several organizations have already started delinking performance appraisal from salary increase.(b) Making Objectives of Performance Appraisals Clear to All EmployeesIf performance appraisal should not directly be linked to salary increase the question then arises, what should the objectives of performance appraisals be that could be realistically achieved?Some suggestions:To do joint goal setting, and link the goals to the organizational objectivesTo provide role clarity by defining Key Result areas for Accounting.To establish a level of performance in the current job and seek ways of improving it.To identify potential for development and to support the total process of planningTo increase communication between the appraiser and the appraise.To identify factors that facilitate performance and other factors that hinder performance.To help the employees identify and recognize their own strengths and weaknesses. To make them assess their own competencies and how the same can be multiplied and improved.To generate data about the employee for various decisions like transfers, rewards, job-rotation, etc.(c) Focus on Developmental AppraisalsManagers should develop part ownership in the employee's future. Any good appraisal system should focus on developmental appraisal. Developmental appraisal mean that an organization needs to develop not just isolated performance appraisal tool/system, but the total frame work for the individuals development, improvement in job and level of competence and preparing employees for future jobs. Thus, appraisal of people, which is a part of the total HRD system, lies to be linked to long-term development activity and carrier planning.Organizations have to show vision for the future. Vision, strategies and objectives will give rise to individual objectives and performance standards. The immediate rewards and recognition do not lead to enduring performance and upgrading of competence and therefore are not real motivators. The appraisal as a tool not only gives the individual and the organization the idea of where the individual stands in terms of his skills, competencies and abilities, but also monitors the process of growth and development, together with the inputs that are required to develop a high level of competence by individuals.(d) Let Employees Appraise Their Own PerformanceSubordinates need feedback more often on their performance. The best way to do it is to let them appraise their own performance.Self-appraisal would;Motivate the employee to take more responsibility for his/her own performance.Focus on the job behavior only.Reduce ambiguity in performance and focus on change in job behavior.When subordinates undertake self-appraisal, they analyze their job duties and how key issues in a job they handle. Each individual may rate himself or herself.Self-appraisal may focus on cost control, communication, planning, training, delegation and decision-making. After self-appraisal, the subordinate discusses the ratings with his/her direct report or superior to get a feed back on performance. Both then come to an agreement in areas of convergence and draw a job improvement plan.(e) Create a Climate for Open Appraisals in OrganizationsIn most organizations, the concept of open appraisal is misunderstood. Open appraisal does nut mean that the appraisal ratings are shown by the subordinate, and his/her signature is then obtained. What it does mean that both the appraiser and the appraise share their views on performance with each other, identify the areas of improvement and work towards it. One of the objectives of open communication between the appraiser and the appraise is to bring them together to solve organizational problems and performance related problems. The quality of ratings is likely to improve if there is shared understanding between the appraiser and the appraise.(f) Muscle Builds the OrganizationIn today's competitive world, raising performance goals is essential. This entails analyzing the company's current situation, projecting the future, establishing higher expectations, and selling the top management on the upgrading process and developing an action plan. Muscle builds the organization by;Enhancing your own performanceAccelerating the professional growth of the best performersNot tolerating managerial performers. One cannot muscle build the organization, unless marginal performers are replaced.Developing multiple skills and competencies by worshiping success and potential.(g) Build Commitment in the WorkplaceChange is an inevitable part of manager's job. As conditions change, individual responsibilities are also expected to change. In commitment-based approach, the workplace, jobs are designed to be broader than before, team accountability is as important as individual accountability for performance. The performance expectations are high and emphasize continuous important in the workplace.
What do you propose to build on your strengths?
will work hard to gain sucess
What were the strengths and weaknesses of the toltec?
the toltec build a great city states
Value of antique Hawkins 50 caliber rifle?
You will need a professional appraisal
Among the strengths Lyndon B. Johnson brought to the presidency was his ability to build what?
Harmony
Strengths or weakness on job review?
When you are asked about your strengths and weaknesses on a job review you should work to build up your strengths. Do not be shy and modest, list all of them. You should have a smaller list of weaknesses. You do not want to play up weaknesses during a job review.
How does drugs effect your sports performance?
You can get a unfair advantage, as you build muscles illegally
In previous jobs please describe how you build trust between yourself coworkers and your supervisor or manager?
In previous jobs, please describe how you build trust between yourself, coworkers and your supervisor or manager.
How can knowing your strengths help build your self esteem?
Knowing your strengths can help build self esteem by increasing your confidence and sense of self-worth. When you are aware of what you are good at, you can leverage those strengths to achieve your goals, perform better in various tasks, and feel more capable and competent in different situations. This positive reinforcement can lead to a more positive self-image and higher self esteem.
