Employee Evaluation FAQ - Australia

Employee Evaluation FAQ - AustraliaEmployee Evaluation FAQ - AustraliaWhat areas are covered under Communication?The following areas may be covered under CommunicationListening How good are the employees listening skills? How often does the employee misinterpret information given to him/zu sichbei? Can you rely on the employee to follow oral instructions?Oral Communication How effective is the employee in getting his/her point across? Does the employee use different approaches to talk to different people?Oral Presentation Does the employee do any public speaking? Are the employees presentations effective?Written Communications Can the employee effectively communicate via written assignments, reports and proposals? Does the employee write grammatically?Technical Translation Can the employee convert scientific/technical data into something that can be understood by laypeople?What areas are covered under Personal/Motivational?The following areas may be covered under Personal/Motivationa lJob Motivation Does the employee experience personal satisfaction from a job well done?Work Standards Does the employee have certain standards of success in the job he/she performs? Has the employee ever missed deadlines? Is the employee dissatisfied with average performance?Initiative Has the Employee found ways to make his/her job easier or more rewarding? Does the employee ever do more than required for the job? Does the employee ever generate projects on his/her own?Tolerance for Stress How does the employee cope under pressure and/or opposition? Has the employee made any personal sacrifices in order to do his/her job?Management Identification Does the employee identify with and assume the problems and tasks associated with management? Has the employee ever been promoted to a position which required him/her to deal with former peers? If so, how did the employee deal with former peers?Supervisor Identification Does the employee identify with and accept the problems and responsib ilities of supervision?Professional/Technical InterestIs the employee able to keep informed of whats going on in his/her field of expertise? Has the employee attended any job related seminars, conferences, workshops or meetings?Energy Does the employee maintain a high activity level? Is the employee able to organise his/her day effectively? Has the employee ever postponed a certain task unnecessarily?Attention to Detail Does the employee frequently fail to notice mistakes in his/her work? Does the employee have a system for controlling for errors?Vigilance Has the employee ever caused injury because he/she failed to watch or pay attention?Integrity Does the employee maintain social, ethical and organisational norms in job related activities? Has the employee ever disregarded company codes/rules?Ability to Learn How long does it take the employee to grasp new job related information (factoring in the level of complexity)?Range of Interests Is the employee familiar with whats going o n in other parts of the company?Controlled Demeanour How does the employee react when confronted in defense provoking situations? Is the employee able to maintain composure and objectivity at all times?What areas are covered under Interpersonal/Sales?The following areas may be covered under Interpersonal/SalesSensitivity Does the employee consider the feelings of others? How does the employee treat his/her peers?Leadership Is the employee able to help individuals or groups execute job-related tasks? Has the employee had any problems dealing with subordinates? How does the employee set objectives for subordinates?Tenacity Is the employee able to follow through with a plan of action in order to reach his/her objective? Has the employee ever stayed with a plan even though the desired objective was no longer reasonably attainable?Sales Ability/Persuasiveness Can the employee induce clientele to accept new ideas, activities or products?What areas are covered under Impact?The following ar eas may be covered under ImpactRapport Building Does the employee get along with colleagues and put them at ease? Does the employee try to foster good relationships with other staff?Behavioural Flexibility Is the employee able to overcome obstacles that prevent him/her from completing projects? Is the employee willing to modify an approach in order to sell an idea or gain someones support/cooperation?Negotiation Is the employee able to sell ideas to superiors/peers/subordinates?Adaptability Is the employee able to maintain effectiveness in varying environments? Is the employee able to maintain effectiveness when assigned varying tasks? Is the employee able to maintain effectiveness when working with different people?Independence Is the employee able to take action/make decisions without consulting a superior? Is the employee able to go against general traditions/policies in order to achieve something?Resilience Is the employee still effective when faced with disappointment or reject ion?What areas are covered under Decision Making?The following areas may be covered under Decision MakingAnalysis Is the employee able to identify issues and relationships when comparing data from various sources? Does the employee recognise problems before others do in the organisation?Judgment Does the employee make realistic decisions based on logical assumptions? Does the employee consider all alternatives before making a decision?Decisiveness Is the employee ready to make decisions or commit himself/herself to a plan of action? Does the employee have difficulty in prioritising objectives?Oral Fact Finding Does the employee ask questions in order to make decisions and execute plans?Financial Analytical Ability Is the employee able to understand and analyse financial data? Is the employee effective in preparing financial reports/budgets?What areas are covered under Extra-organisational Awareness?The following areas may be covered under Extra-organisational AwarenessRecognition of Safety Needs Is the employee aware of the safety requirements of the organisation? Has the employee ever violated the safety policy of the organisation?Innovativeness (Creativity) Is the employee able to generate imaginative solutions to problems in the work place?Risk Taking Does the employee ever make decisions that involve a gamble? If yes, are such decisions beneficial to the organisation? Does the employee weigh the pros and cons of a situation before taking action?Organisation Sensitivity Does the employee recognise the potential effects his/her decisions have on other departments within the organisation? Is the employee aware of what is going on within other parts of the organisation?Extra-organisation Sensitivity Is the employee aware of any societal, legal or governmental issues that may affect the industry of the organisation? Is the employee aware of what the organisations competitors are doing?Controlled Decision Making Does the employee ever make premature choices wher e thought and deliberation is required? If the need arises, will the employee delay a decision in order to obtain more information/research?What areas are covered under Knowledge/Skills?The following areas may be covered under Knowledge/SkillsTechnical/Professional Knowledge Is the employee familiar with the technical requirements of his/her job?Technical/Professional Proficiency Is the employee able to correctly use or operate the technology required to do his/her job?Machine verarbeitungsschritt Has the employee been trained to use equipment necessary to perform his/her job? Is the employee proficient in using that equipment?Process Operation Can the employee initiate, manage and bring to a close a completed project?What areas are covered under Career Development?The following areas may be covered under Career DevelopmentCareer Ambition Does the employee endeavour to advance his/her career? How has the employee tried to further his/her career goals?Self-development Orientation Has the employee taken any skill development courses in order to improve his/her performance efficiency? Does the employee endeavour to stay informed in his/her field?Technical/Professional/Self-development Has the employee ascertained all the skills necessary to perform his/her current job? If not, is the employee taking steps to learn these skills?What areas are covered under Management?The following areas may be covered under ManagementPlanning and Organising How effective is the employee in establishing an action plan for himself/herself and others? Does the employee allocate resources effectively? Is the employee able to keep track of items requiring his/her attention?Delegation Is the employee able to assign work to subordinates effectively? How does the employee deal with delegates who do not complete the job properly?Control Has the employee established procedures to keep track of the work of subordinates?Development of Subordinates Is the employee able to identify what trainin g is required for his/her subordinates? Does the employee provide the necessary training for his/her subordinates? Does the employee allow subordinates to participate in decision making?Staff Coordination Is the employee able to arrange the activities of his/her subordinates with other departments such that common goals are met?Self Organisation Is the employee effective in managing his/her own time? Does the employee have any problems with prioritisation?Monitoring Does the employee routinely review the performance of subordinates? Does the employee stay informed of the progress of subordinates?

Tips for Handling a High-Pressure Job Interview

Tips for Handling a High-Pressure Job InterviewTips for Handling a High-Pressure Job InterviewYoure facing the biggest bewerbungsgesprch of your life. Of course, you want to do your best to make a great impression. Interviews are stressful, to begin with, but it can be even worse when youre interviewing for your dream job. What can you do to maximize your interview success while under pressure? Some easy techniques can help you relax and put everything into perspective, according toDr. JP Pawliw-Fry, an internationally renowned expert, trainer, and speaker at theInstitute for Health and menschengerecht Potential(IHHP) and author of Performing Under Pressure. Know How Your Brain Works Worrying about what can go wrong diminishes processing power in your brain. Its working memory capacity (WMC) fills up, and you lack space to think when youre fretting about something. Youll need all your working memory capacity to think, answer questions, and connect to the interviewer, so concerns generated by pressure are a detriment to your performance. Welcome Anxiety Instead of pushing away anxious thoughts, try welcoming them instead. Expect that youll worry.It can escalate into a cycle that leads to mental rigidity if you get upset when you feel the inevitable anxiety begin. Think of anxiety as a sign that your body and brain are getting ready to perform instead of judging it as being bad. Being nonreactive diminishes anxietys energy. Be Open and Expansive Engage in a power pose where your body is more open and expansive- your arms are open as opposed to closed across your chest, or youre standing straight with your shoulders back instead of hunched and folded forward. Your body will respond by increasing testosterone and decreasing cortisol. Many people wrongly believe that these shifts are associated with aggression, but lower cortisol and higher testosterone actually just makes you feel more confident. Theyll help you take risks that would normally be constra ined by fear. Theyll remove the emotional wariness that can result from uncertainty, and they help you perform more cognitively rather than emotionally. This can be critical to interview success. Find a private place to do some proactive power-posing about 15 minutes before the interview, even if its a bathroom stall. Subjects in a research study who performed two-minute high-power poses before an interview appeared more confident. Write Down What Youre Feeling Write down whatever youre feeling about 10 minutes before the interview begins. Research has also shown that doing so can clear out or lessen distracted thinking in your WMC. It can also increase your insight into the source of the pressure. Youll get better at seeing anxiety as simply part of the experience, not something that has to take over the situation. You can deal with it much more effectively when you learn to recognize it. Its Just One of Many Opportunities Think back to high school and college. Remember how many tests you had to take? How many times did you think that each one was the single most important exam of your life? Many people need multiple opportunities to succeed. Think about it. Oprah Winfrey was fired from her first job as a news anchor in Baltimore. Steven Spielberg was turned down by the University of Southern California School of Cinematic Arts several times, and J. K. Rowling was rejected by 30 publishers who told her that her book about a young wizard wasnt saleable. Each of these individuals probably felt like Oprah did at the time, that she blew her one and only chance. We actually get multiple chances to succeed. Keep this in mind, and youll probably find that your life is less pressured. Depressurize before the interview by telling yourself, I will have other interviews. This is not my one and only chance

Misinformation How to spot lies and uncover the truth at work

Misinformation How to spot lies and uncover the truth at work Misinformation How to spot lies and uncover the truth at work The ability to identify misinformation has implications far beyond the current debate about fake news.The skill of thinking  critically about facts is also essential in the workplace, said Daniel J. Levitin, the author of the recently released book,  Weaponized Lies: How to Think Critically in the Post-Truth Era.Ladders spoke with Levitin  about strategies for spotting lies and uncovering the truth at work.Ladders: What does it mean to be in a ‘post-truth’ era? Levitin: The average person is unable to figure out what’s true and not true. Some people have given up trying to figure it out.Then we have some of the highest officials in the country saying thing we know are true are not true and saying that they have “alternative facts.” That’s just the type of Orwellian doubletalk that we should all be afraid of.A fact exists in the world. It either rained or it didn’t. You can specify the particular time of  day and the place, but it’s either a fact or it’s not.Living i n the post-truth era entails a collective shrug of the shoulders when encountering information. People think: “You can say anything. You can find facts to support anything.”And that’s just not true.How does this mentality affect us at work? In most workplaces, we’re called upon in some fashion to use evidence to make a decision about something.It doesn’t matter whether you’re an artist or a craftsperson, or in banking or in the service industry or in government. Something that you’re doing is based on evidence.Someone says: “We’ve observed this, and this is what we want you to do about it.”Critical thinking demands that you should call into question where information came from. But if you’re calling into question what was observed in the first place, that’s a problem.At some point, you have to agree that it’s knowable, and that it matters.Then you can disagree about how to approach it.What are some examples of things that might be misunderstood?Say you’re going to use  unemployment statistics to  make a decision. Maybe you’re thinking of hiring people, and the unemployment rate will affect your ability to find new employees or to retain the ones you have.There are a lot of different ways of calculating unemployment. You have to know what’s going in to the numbers.Are you counting absolutely everyone who is out of work, including infants and people in the hospital and people who have voluntarily retired and inmates? If someone is working 35 hours a week and they want to work 40, are they unemployed?All of us need to be asking questions.Where do these numbers come from? What do they represent? How are they gathered? Who gathered them?If you have sales numbers from some product that you’re company is selling, there are a lot of valid questions to ask.Does this represent every sale or is this a sample? Are there some sales that aren’t reported in this number?What are some ways we can spot lies? Ask yourself if the numbers are plausible.   Look at the source. See if you can corroborate it. These tips can help us in our daily lives in a lot of ways, including making decisions about business relationships and who to hire.Trust but verify. Give people a chance to speak freely, but look out for signs that something is amiss.Also look out for vagueness. If a claim is vague, someone may be trying to hide something from you.I just heard a story about a guy who was interviewing for an executive position, and during the interview, they asked him to tell them about himself. Among other things, he said he was a pilot and that he had flown himself to the interview.The interview said: “Oh, very interesting, what kind of plane do you fly?”And he didn’t have an answer.If you let something like that go, you won’t  discover the lie. But when you ask follow up questions, you discover all kinds of interesting information.