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Performance evaluation is a necessary and beneficial process, which provides annual feedback to employees about their job effectiveness and career guidance. Performance Evaluation PowerPoint Presentation Content slides include topics such as: 4 benefits and 11 additional values of performance appraisals, performance interviews, ground rules for performance evaluation, building performance contracts, developing work plans, setting the stage for a performance appraisal meeting, opening and closing your appraisal session, handling poor performance, conducting a feedback meeting, how to conduct a performance appraisal discussion, how to's and more. Slides can easily be tailored to your specific needs (make handouts, create overheads and use them with an LCD projector) and are available for license. Each slide includes slide transitions, clipart and animation. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).

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Presentation Transcript
program objectives 1 of 2
Program Objectives (1 of 2)
  • An understanding of the performance management system.
  • Awareness of the mechanics of how the program works.
  • An understanding of the general interpersonal dynamics involved in the performance appraisal process.

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program objectives 2 of 2
Program Objectives (2 of 2)
  • Practice in conducting each of the components of an effective appraisal interaction.
  • Specific pointers about, and practice with, performance problems.
  • An opportunity to plan how to transfer the training program skills back to the job.

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a challenge
A Challenge

Please Write a

One Sentence Definition of

Performance Management.

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quotes 1 of 2
Quotes (1 of 2)
  • “Researchers found that companies that used performance management programs had greater profits, better cash flow, stronger stock market performance, greater stock value and higher sales per employee (or productivity) than companies that didn’t.”

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quotes 2 of 2
Quotes (2 of 2)
  • “The function of work is to produce results.”
  • “If people know what they are supposed to do, get feedback on how they are or are not doing it, and get rewarded for doing what they are supposed to be doing, companies will be more likely to get the results they desire.”

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terms
Terms
  • Results.
  • Measures.
  • Objectives.
  • Indicators.
  • Goals.
  • Preferred Results.
  • Aligning Results.
  • Weighted Results.
  • Standards.
  • Performance Gap.

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manager s responsibilities
Manager’s Responsibilities?
  • Goals
    • Objectives to achieve.
  • Responsibility
    • To achieve these goals through others cost consciously.
  • Employees
    • To deploy others to achieve these goals.

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goal setting questions
Goal Setting Questions

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goal setting questions1
Goal Setting Questions
  • How will this be measured?
  • What is to be accomplished?
  • When should it be achieved?
  • How will it be achieved?

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goals need to
Goals Need To
  • Be quantifiable.
  • Have specific objectives.
  • Be challenging.
  • Be realistic.

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rising to the challenge
Rising To The Challenge

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rising to the challenge 1 of 2
Rising To The Challenge (1 of 2)
  • Accentuate the positive.
  • Put goals in writing.
  • Make goals challenging yet attainable.
  • Check for compatibility.
  • Set up yardsticks.
  • Target.

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pitfalls to avoid
Pitfalls to Avoid

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slide18
What is your next step?

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slide19
Download “Performance Evaluation” PowerPoint presentation at ReadySetPresent.com136 slides include: 4 benefits and 11 additional values of performance appraisals, performance interviews, ground rules for performance evaluation, building performance contracts, developing work plans, setting the stage for a performance appraisal meeting, opening and closing your appraisal session, handling poor performance, conducting a feedback meeting, how to conduct a performance appraisal discussion, how to's and more. Royalty Free - Use Them Over and Over Again.

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