1. An accurate job description clarifies the expectations of a job, and whether a candidate’s qualifications meet the requirements of the position. A job description should outline skills, knowledge, abilities and experience needed by a potential employee so applicants can determine whether there … [Read more...]
Ten Tips – The Importance of Job Descriptions
1. An accurate job description clarifies the expectations of a job, and whether a candidate’s qualifications meet the requirements of the position. 2. Job descriptions can be the foundation for creating job advertisements. 3. Job descriptions can serve as a very good place to start when … [Read more...]
Speaking at CTWorks – Your Workforce Connection
Ms. Frank will be making a presentation to CT Works Clients on January 22, 2014 about preparing resumes and preparing for interviews. This is a special program for clients who are currently looking for new jobs/positions. Ms. Frank will discuss the Top Ten Tips for Resume Writing and Preparing for … [Read more...]
The Importance of Human Resource Planning
Hamden Economic Development Commission Speaker Series: January 14th, 2014 The Hamden Economic Development Commission is pleased to announce the first session of our 2014 Speaker Series. scheduled for Tuesday, January 14 at 5:30 p.m.in the Conference Room on the third floor of Government Center … [Read more...]
Tip 10: Performance evaluation provides legal protection for employers against lawsuits for wrongful termination.
Performance evaluation is one of the most powerful defenses for employers against wrongful termination charges. Supervisors should give candid and truthful performance appraisals in a timely, consistent, and thorough manner—and keep accurate records. Charitable or neutral evaluations that don’t … [Read more...]
Tip 9: Performance evaluation provides information and justification for demotion, termination, or other disciplinary decisions.
Demotion, termination, and other disciplinary decisions are so sensitive that managers need to deal with these issues very carefully. All employment decisions should be based on the results of performance evaluation, which is a strong tool to protect the company from lawsuits. A manager should … [Read more...]
Tip 8: Performance evaluation supports the alignment of organizational and employee goals.
When setting goals, managers and employees should align individual goals to the department goal and the corporate goal to make sure everyone works together purposely toward the same objectives and strategy execution. If employees clearly understand how their roles directly contribute to the success … [Read more...]
Tip 7: Performance evaluation can identify training and career development needs for individual employees, for departments, and for the entire organization by using consolidated appraisal data.
On one hand, performance evaluation helps to assess the training and developmental needs for future career growth of the individual employee. For example, a supervisor tells an HR generalist which HR functions he should focus on to move to his next career stage as HR manager. On the other hand, when … [Read more...]
Tip 5: Employee morale and job satisfaction improve when employees receive recognition or rewards for their work through performance evaluation.
Performance evaluation provides employees recognition or rewards for their efforts and thus boosts employee morale and increases their job satisfaction. And performance evaluation itself lets employees know they are important to the company when managers take the time and effort to review, document, … [Read more...]
Tip 4: Performance evaluation provides information and justification for compensation and promotion.
Accurate performance evaluations help managers promote the right employees. Performance evaluations also help determine pay increases and bonuses for employees. When employers link performance evaluation to pay raises and promotion, it shows that they distribute compensation on a fair and credible … [Read more...]
Tip 3: A mid-cycle review of performance gives the manager a chance to monitor the employee’s progress toward annual goals, to coach for improvement, or make a goal adjustment, if necessary.
A mid-year review can provide positive feedback about the employee’s contribution so far, and also give the manager a chance to discuss problematic performance with the employee and work out a solution. Mid-year reviews also help the manager and the employee recalibrate their objectives, if needed. … [Read more...]
Tip 2: Performance evaluation provides developmental feedback on the employee’s strengths and skills that need improvement.
Employees can identify their strengths and explore how to build on those strengths through performance discussions with their managers. For example, the manager has noticed that an employee demonstrates talent in writing, so he or she may put the employee in charge of handbook writing. Employees can … [Read more...]
Tip 1: Performance evaluation process helps clarify standards and set goals
The performance evaluation process helps employees and managers clarify expectations about job responsibilities and performance standards, and set goals for the coming year. At the beginning of the fiscal year, the manager and the employee should review the job description to determine the key … [Read more...]
Facilitation and Other Projects
Facilitation Projects The City of Norwich requested assistance with the City Manager’s annual performance review, and with creating a process to develop next years’ goals for the City Manager. Performance evaluation forms previously developed by Randi Frank Consulting were used by the City Council … [Read more...]
Training and Speaking Engagements
Hartford, CT: Randi Frank Consulting, LLC taught at the Entrepreneurial Center in Hartford, CT, which is part of the University of Hartford’s Business School promoting small businesses. The class was an introduction to Human Resources, covering issues such as job descriptions, recruitment … [Read more...]
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