Outstanding Overall Performance Summary
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High-Impact Interview Questions
"Tell me about a time...." The words evoke a child's fairy-tale innocence. Yet when used by an interviewer, they can help to determine the suitability of a job candidate by eliciting real-world examples of behaviors and experience that can save you and your organization from making a bad hiring decision. High-Impact Interview Questions shows you how to use competency-based behavioral interviewing methods that will uncover truly relevant and useful information. By having applicants describe specific situations from their own experience during previous jobs (rather than asking them hypothetical questions about "what would you do if..."), you'll be able to identify specific strengths and weaknesses that will tell you if you've found the right person for the job. But developing such behavior-based questions can be time-consuming and difficult. High-Impact Interview Questions saves you both time and effort. The book contains 701 questions you'll be able to use or adapt for your own needs, matched to 62 in-demand skills such as customer focus, motivation, initiative, adaptability, teamwork, and more. It allows you to move immediately to the particular skills you want to measure, and quickly find just the right tough but necessary questions to ask during an interview. Asking behavior-based questions is by far the best way to discover crucial details about job candidates. High-Impact Interview Questions gives you the tools and guidance you need to gather this important information before you hire.
Improving Employee Performance Through Appraisal and Coaching
Author Donald Kirkpatrick is one of the leading voices on human resources and training and development. For more than forty years, Kirkpatrick’s four-level performance evaluation model has been the standard throughout the world, and has revolutionized the way enterprises manage, monitor, and optimize employee performance. The new edition of Improving Performance Through Appraisal and Coaching contains all the wisdom and step-by-step processes of the original, with all the guidance and tools you’ll need to implement a program that gets maximum results. The book starts with a 40-question test about your organization and its processes and attitudes regarding performance appraisal and coaching. Taking the test both before and after reading the first section of the book will highlight exactly where your existing initiatives can be improved and new ones put in place. Kirkpatrick then goes on to describe in detail how a culture of coaching builds and enhances performance, and how to build this culture across the entire organization. Examples and eye-opening Notes from the Field both reinforce and complement the author’s sage recommendations, illustrating how his approaches can be adopted in their entirety or deployed piecemeal, depending on your organization’s specific needs. The case studies, both from major employers, prove the overarching value of a proactive performance appraisal program and vibrant coaching environment. The book is packed with ready-to-use forms and, more important, instructions and observations on their effective use. Plus, every chapter is designed for practical application, featuring accessible charts and figures, lists of key points, specific suggestions, cause-and-effect relationships, and much more. While workplaces and jobs have changed dramatically, some truths seem everlasting. One is that in order to obtain exceptional employee performance, you need to build a thorough and consistent appraisal mechanism and coaching program. The other is that there is no one more knowledgeable about how to do it than Donald Kirkpatrick.
Leadership Best Practices and Employee Performance
Author: Dr. Karl Thompson
language: en
Publisher: Xlibris Corporation
Release Date: 2016-10-20
This phenomenological study explored leadership best practices among senior managers in the telecommunications industry to determine the perceived effects that such routines had on actual employee performance. The study took place in Southern Georgia in the United States from January 16 to February 18, 2014 and involved interviews with ten selected managers who held the role of customer service manager for a minimum of 2 years and were identified as top performers based on the ranking and rating reports from industry data. Participants identified employee-oriented perspectives on leadership, performance, process, learning, training, and development as key factors in improving follower performance. The research determined perceived best leadership practices that play a role in nurturing a work environment, enabling the organization to become more productive and competitive. It was determined that leaders should create a working environment where there is increased employee engagement and participation; communicate goals, gain employee understanding, and apply communication styles that fit the need of each employee at all levels; identify and plan opportunities for growth for employees through training and development; recognize the importance of personally engaging with their employees; and, understand the importance of having regular meetings to update employees about new products and services. This will result is greater employee decision-making ability and in turn a more productive employee with a higher level of performance.