In this video, human resources consultant and trainer Catherine Mattice covers the relationship between a performance evaluation form and a job description. Learn about the necessary steps to creating an evaluation form, including: core competencies, company values, and a rating scale. She also covers how to discuss successes and setting goals, along with how to reduce biases and errors through manager training.
- What makes an effective employee evaluation form?…Truth is you can download a template…from the internet and call it a day,…but that template won't be the most effective form.…Your form should help you manage performance…using your own company goals and values.…I've included a template evaluation form…in the Exercise Files for this course,…but my hope is that you'll only use it as a guide…while you watch this video and will make changes to it…so that it suits your company specifically.…There are a few things to keep…in mind as you create your forms.…
The first is that each job description…should have it's own matching evaluation form.…In other words, job descriptions…and performance evaluation forms…go hand-in-hand like his and hers bathroom towels.…Also remember that evaluation forms…should be clear and easy to use.…Don't make them too complicated or lengthy.…Finally, remember that while performance evaluations…may be conducted annually, your managers…and supervisors should be giving ongoing feedback all year.…
HR consultant Catherine Mattice outlines some of the considerations of the human resources professional, such as balancing the needs of employees with the interests of the organization. She reveals how to conduct an HR audit to identify HR practices that need improvement. She then outlines core HR responsibilities: staffing, training, documentation, compensation and benefits, performance reviews, job descriptions, compliance with state and federal regulations, and more.
- Building trust with employees
- Conducting an HR audit
- Classifying employees
- Setting up compensation and benefits
- Creating and enforcing company policies
- Writing job descriptions
- Recruiting, interviewing, and hiring new employees
- Managing employee performance
- Training employees
- Disciplining employees