How to Approach an Appraisal

There are 6 main steps to approaching an appraisal situation, these are outlined below in bold, the extra text are some notes to help understand what to do and what not to do. Starting the Appraisal Good News First Vs. Bad News First Handling the Bad News – Criticising Make sure to note what they did well, adding confidence, but including the criticism Set objectives and ways the person can improve, so that they have something good to take from it Make the person think about themselves and work out the problem. If they understand what is wrong with themselves, they will be able to change it easier. Getting Information – Asking the Right Questions Don’t go back over points, as the employee will think the review is going in circles. Ask questions until the correct answer is given. Don’t use questions that lead to an answer Ask open questions Don’t show emotions Probe and check the employee to make sure the correct information is being given Listening to the Answer Summarising Let the employee do the summary, to make sure that they have taken in the review and they feel OK with what has been said. More on This Subject To delve in deeper to this topic we recommend the following articles from MyHRMBook.com; How to Conduct an Appraisal Interview How to Plan an Approach to an Appraisal Interview How to Set SMART Goals to Improve Performance Management We also suggest you read these articles from around the web; Six steps for performance appraisal success Performance Management Process Checklist Key Learning Points To keep it in you head whilst...

What Influences the Business Culture?

Culture Definition: Cultures in organisation is defined by how the organisation is run, how the personalities within the organisation interact with each other and also how the structure of the company is set out. Many different factors influence what type of culture an organisation will be, some can be taken from the information found on the; Power Role Task And Person pages, but as well as that there are factors such as; The History The Technology The Size The Environment The Owners The Employees I will be going over a brief overview of the factors here, but as most are pretty obvious, I won’t go into too much detail. The History Age of company – Older companies will tend to be more power oriented, due to a stricter view on work back in the day, when newer companies tend to think about employees more. Technology Technology companies tend to be smaller and work in an innovation culture, meaning that they need to be more team orientated, showing a task culture. Size As stated in the power culture, when companies are small it is more under one person to control it. However, it can also mean that more people are involved, making it a person culture. Normally bigger companies are role or task. Environment This means the market they are in and the competition around them. If it is a quick changing market, then the organisation needs to keep up, so must have a culture which allows this. Owners The way the owners want to run the organisation is also a big point, if they want to have all the power...

Path-Goal Theory

Leadership Definition: Leadership is the building of motivation through individuals in aid of reaching a certain set of objectives. A good leader is someone who can lead to good results, by using what he has in the best was possible. Path-Goal Theory Definition: This theory shows that a leader needs to increase employees motivation by making sure that they know there is a path to achieve what they want to achieve. This theory has two main points; the leaders’ behaviour and also the use of rewards to meet subordinates needs. This theory goes against Fiedler’s as the Path-goal theory suggests that leaders can change depending on situation. The four areas of the Path-Goal Theory are as follows; Supportive Leadership This involves showing the employees that you (the leader) cares. To do this a leader needs to be open and friendly with employees and know that motivation is a key tool in making an organisation work. Directive Leadership This is where planning and making goals is essential, it allows the employees to always know what they are meant to do and makes sure that they follow the rules and complete tasks in the appropriate manor. Participative Leadership This area means that the leader is willing to take employees ideas on board and listen to their opinions and suggestions. This helps with motivation as employees feel they are more part for what is going on within an organisation. Achievement-Oriented Leadership This is when the leader set objectives which allow the employees to know what they need to achieve. This also helps with high performance and quality as there is always something to aim...

Human Resource Management

Human Resource Management Definition: HRM is part of an organisation, known as a function, that is implemented to manage employees and make sure they are working to maximum efficiency and effectiveness, whilst also staying within internal and external policies and rules. The HR department in a large company often dictates what kind of culture emerges within an organisation. Another part of an Organisation is the Human Resource Management department (HRM). HRM covers a lot of ground, and on this website we will go into detail about a great deal of this. Many people think that Human Resource Management should be an after-matter, thinking that a good product and business plan is first and most important. However, without having a good set-up within the business, a good team behind you, then you aren’t likely to go far. As mentioned in the definition, the HR department often dictates what kind of culture is implemented or emerges within an organisation, therefore to achieve any corporate objectives, the HR department needs to be in line with what the people at the top of the company want. Within My HRM Book, you will find information on how HR affects a business and what can be done to change the culture, employee motivation and the effectiveness of the business as a whole. As well as this we will look at the wider context of Human Resource Management, how the department and subject fits in within the environment of an organisation and how this environment affects all of the areas of HR, which are shown below the image. More on This Subject To delve in deeper to...