Employee Appraisals for New Hires
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A company can hire highly skilled workers, implement an aggressive marketing program, procure strong capital arrangements, and still manage to be unsuccessful. At the heart of any organization is not only the quality of the employees, who need the skills and talents to do their tasks correctly, but also managers who have the ability to communicate effectively to their employees which tasks are to be done. If a highly skilled employee works on the wrong task (meaning one that is not in keeping with the company's long-term objectives), it is the same as having an unskilled employee in that role. Companies have long sought ways to ensure that their employees are aware of the tasks that need to be performed, but one of the most successful techniques is to set clear objectives for all employees from the date they are hired and provide clear and timely feedback to employees regarding how their work. This research examines both of these functions within modern organizations, and offers managers tips on how to approach both of these issues.Setting objectives for employees is typically done in accordance with the company's overall goals and objectives, although individual employee objectives take into account each employee's strengths and weaknesses. When devising objectives, managers (often working in partnership with the employee) seek to balance the needs of the organization with the professional development of the employee.
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in some environments, but in other environments (such as those which lack adequate staffing levels), a 24-hour response would be unreasonable. This part of objective setting is one of the most difficult since it requires the manager and employee to accurately assess what the employee is capable of as well as take into account external environmental factors over which the employee has little or no control. If the objectives are set too low, employees may well be bored with the results and the company will not receive the full benefit of the resource at hand. If, on the other hand, the objectives are too aggressive, the employee is likely to be disheartened and productivity will be lost, as well. Thus a careful balance is required to ensure that the objective is aggressive without being unreasonable and attainable without being too easy (McAfee, Quarstein & Ardalan 9).
The last critical factor to be considered in setting objectives is to have a deadline associated with them. As with setting objectives which are realistic, setting an appropriate deadline can be a challenging issue in and of itself. If no deadline is set, there is no sense of urgency associated with the objective and no way for the company to ensure that the o
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Approximate Word count = 2182
Approximate Pages = 9 (250 words per page)
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