Lista de verificación de la entrevista de evaluación del desempeño del personal - Staff Performance Appraisal Interview Checklist
Description
Key Concepts & Definitions
Staff Performance Appraisal Interview Checklist: A tool used by managers to guide the structure and content of performance appraisal discussions. This checklist ensures all relevant aspects of an employee's performance are covered systematically during the interview.
Step-by-Step Guide
- Preparation: Gather all necessary documents such as previous performance reviews, job description, and any relevant feedback or incident reports.
- Setting the Scene: Arrange a private and quiet setting free of interruptions. Schedule enough time to cover all aspects without rushing.
- Discuss Achievements and Challenges: Review the employees achievements against their goals, discuss any challenges faced, and how they were managed.
- Provide Constructive Feedback: Offer specific, constructive feedback on areas of improvement, and recognize areas where the employee excels.
- Set New Goals: Collaboratively set realistic and achievable goals for the coming period.
- Close the Interview: Summarize the main points discussed, confirm mutual understanding, and express support for the employee's professional development.
Risk Analysis
- Insufficient Preparation: Failing to prepare can lead to a lack of focus, missing out on critical points, or a bias in the appraisal.
- Vague Feedback: General or unclear feedback can leave employees puzzled about how to improve or what is expected of them.
- Not Following Up: Without a plan for regular checkpoints, goals set during the appraisal can be forgotten or deprioritized, which might lead to suboptimal performance progression.
Key Takeaways
Utilizing a structured checklist during staff performance appraisals ensures that the review process is comprehensive and standardized across the organization. This approach aids in transparent and effective communication, goal setting, and employee development.
How to fill out Lista De Verificación De La Entrevista De Evaluación Del Desempeño Del Personal?
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FAQ
La entrevista puede comenzar con un parrafo que incluya los datos personales del entrevistado, el lugar donde se realiza la entrevista, etc. Debemos evitar aquellas preguntas que tengan como respuesta SI/NO, si lo que pretendemos es obtener una informaciA³n amplia.
El entrevistador valora en una entrevista los riesgos de cada candidato, los riesgos principales son: Que el candidato se marche de la empresa de forma anticipada. QuA© el candidato no este motivado y su rendimiento sea bajo. QuA© no encaje con la empresa, compaA±eros, jefes, cliente etc.
La guia de entrevista es un documento que contiene los temas, preguntas sugeridas y aspectos a analizar en una entrevista.
Aspectos clave para una entrevista exitosaTener claro que puedes ofrecer.Conocer la empresa y el puesto de trabajo vacante.Preparar preguntas para hacer al entrevistador.Recordar los datos y detalles de tu currAculum.Cuidar la indumentaria y la higiene personal.Llevar toda la documentaciA³n necesaria.
Antes de la entrevista Ya en aspectos mas tA©cnicos, se debe cuidar la presentaciA³n personal, se puede jugar con los colores, ponerse algo que combine con los institucionales, confirmar la cita y llegar a tiempo, pues esto no solo habla de cA³mo es usted, sino tambiA©n de su compromiso e interA©s por la empresa.
Los objetivos del entrevistador son. f0b4 Conocer al candidato. f0b4 Probar sus actitudes personales. f0b4 Verificar la personalidad y compatibilidad con el ambiente de trabajo. f0b4 Evaluar las competencias del candidato para el desarrollo eficaz del puesto.
12+1 preguntas habituales sobre la Evaluacion de DesempeA±oA¿Por quA© la implantaciA³n de un sistema de gestiA³n del desempeA±o?A¿CuA¡l es el beneficio para los colaboradores?A¿Es este realmente un sistema objetivo?A¿QuA© es y quA© se hace en la entrevista de desempeA±o?A¿CA³mo se fijan los objetivos?More items...
Formulario para entrevista de seleccion y evaluaciA³n de...Uso de la secciA³n de evaluaciA³n del candidato.HISTORIAL DE TRABAJO.ANTECEDENTES Y CIRCUNSTANCIAS ACTUALES.Historial de trabajo.EducaciA³n y entrenamiento.Apariencia personal.Capacidad interpersonal.
¿QuA© podemos hacer para que la entrevista de evaluaciA³n del desempeA±o sea realmente fructAfera y beneficiosa y no caigamos en los errores del lado oscuro?Cite con antelaciA³n: no dA© hora, concierte una cita.Garantice confidencialidad.Confeccione un plan o guiA³n de entrevista.ReAºna datos, hechos, escrAbalo.More items...a¢May 4, 2016