tailieunhanh - Lecture Supervision in the hospitality industry: Applied human resources (Fifth edition): Chapter 9 - Jack E. Miller, John R. Walker, Karen Eich Drummond

Chapter 9 - Evaluating performance. This chapter presents the following content: Coaching, essentials of performance evaluation, making the evaluation, the appraisal interview, follow-up, legal aspects of performance evaluation. | Chapter 9: Evaluating Performance Coaching Essentials of Performance Evaluation Making the Evaluation The Appraisal Interview Follow-Up Legal Aspects of Performance Evaluation Coaching Two part process (previously discussed). A form of counseling used to help employees who are performing poorly. Overall purpose is to evaluate and encourage. Counseling Sessions : Speak in private with employee Be relaxed and friendly Express concern calmly and positively Ask employee their opinion, including possible solutions Agree mutually on a course of action Ask the employee to restate what has been agreed upon Why is coaching often avoided? Lack of time Fear of confrontation Assumptions about the employee (already knows what they are doing or will ask questions) Little experience coaching Steps in Coaching Observe employees work performance Praise good performance Asks questions if performance is below standard Correct as necessary Get employee involved in seeking and trying . | Chapter 9: Evaluating Performance Coaching Essentials of Performance Evaluation Making the Evaluation The Appraisal Interview Follow-Up Legal Aspects of Performance Evaluation Coaching Two part process (previously discussed). A form of counseling used to help employees who are performing poorly. Overall purpose is to evaluate and encourage. Counseling Sessions : Speak in private with employee Be relaxed and friendly Express concern calmly and positively Ask employee their opinion, including possible solutions Agree mutually on a course of action Ask the employee to restate what has been agreed upon Why is coaching often avoided? Lack of time Fear of confrontation Assumptions about the employee (already knows what they are doing or will ask questions) Little experience coaching Steps in Coaching Observe employees work performance Praise good performance Asks questions if performance is below standard Correct as necessary Get employee involved in seeking and trying solutions General Coaching Guidelines Be specific about job performance Focus on behavior Confront issues ASAP Praise in public, correct in private Explain impact of the employees job performance on the entire operation and work group Be a coach, not a drill sergeant Allow some time each day for coaching Document coaching sessions Essentials of Performance Evaluation Performance evaluation (appraisal, review): A periodic review and assessment of each employee’s performance during a given period. Not always used for hourly workers in the hospitality industry (lack of time, workers do not stay long enough, etc.). Does not substitute in any way a informal evaluation. The Purpose of Performance Evaluations To evaluate and give recognition Get different perspectives by looking back over a long period of time Documentation of performance Let people know how thy are doing Set improvement goals Basis for salary increase Identify workers for potential advancement May be used by other .

• Du lịch
• The hospitality industry
• Human resources
• Evaluating performance
• Making the evaluation
• Performance review process
• Hospitality law
• Hospitality managers
• Hospitality business structures
• Significant hospitality contracts
• Legally managing property
• Prevention philosophy
• Legal responsibilities
• Legally selecting employees
• Hospitality industry
• Management in the hospitality industry
• Food service
• Service industry
• Hospitality careers
• Hospitality management