Employability Skills

The self-assessment tool is effective in assessing the gaps in skills essential for performance optimization. Such an importance is realized through immediate assessment of the superior which can be done another person to help in comparing the results and one’s perception about him or her. Therefore, it is a powerful tool that needs to be used for analyzing the feedback and identifying any problem.

The scope is here to give you guidance on possible areas to be covered in this Unit. The terms in this section give you a list of options linked with items in the performance criteria. You need to provide evidence for any option related to your work area.

One stage in the management of performance system is when managers evaluate employees’ performances and provide them with feedbacks. One of the purposes of this stage is to identify employees’ strengths and weaknesses. As a result, managers should be able to identify performance and training gaps.

The manufacturing plant currently does not have a sound system of performance evaluation. The current system addresses the friendliness of the employee, the orderliness of the employee’s workspace, and the attitude of the employee towards others. The current performance evaluation does not address the needs of the employee by properly preparing the employee for the goals of the company. The employee has not been given or been informed of the standards of the company. Standards or goals, when issued upfront, enhance performance, motivate, and in turn serve as a basis to evaluate after a set period of time. Performance standards should be set for all

When students graduate from college and begin careers in their desired field, it can be a world of the uncertainty and unknown expectations. Getting to understand the workplace culture, its processes and chain of command can be overwhelming. Day-to-day activity and interactions with coworkers to achieve company goals provide opportunities to learn and grow, but with these interactions can come challenges and obstacles to overcome. According to Colorado State University Global (CSU-Global) (n.d.), "beginning a new job is difficult and it can take time to get used to your new routines and responsibilities" (para. 9). One way to help ease this transition is to develop and maintain skills that businesses desire. According

modifying resumes and cover letters before submitting them to an employer. We also discussed how to prepare for an interview. Interviewees need to think of answers to commonly asked questions, work on maintaining confidence and clarity when speaking, and prepare questions for the interviewer.

Having chosen a highly qualified employee with credible skills and competence, I will be more than convinced that she will be in a position to execute the plan. The development level of the worker is level D, which represents high competence accompanied by high commitment. The leadership style to execute is low supportive and low directive style. The action to be taken is action A where the worker is assigned the project while letting her determine how to accomplish it (The Ken Blanchard Companies, 2008).

Contained within this plan will be a performance measurement framework that is aligned with the organization's objectives, goals and strategy. This plan will also address the specific job analysis process to help identify what skills are needed where throughout the company. A measurement method will also be introduced to help address the gaps in workers' skills and also by creating a feedback mechanism that helps sustain and promote the values of the organization and its products and services.

Next step in the needs assessment is the person analysis. This help identify who needs training within the company and analyzes whether employees’ current performance or expected performance indicates a need for training. The process for analyzing the factors that influence employee performance and learning is person characteristics + input + output + consequences + feedback. That formula is important when it comes to understanding the person analysis. Person characteristics refer to the employee’s knowledge, skills, and ability. Inputs refer to the instructions of what, how, and when to perform, along with social support. Output relates to the job’s performance standards. Consequences refer to the type of incentives the employee receives for performing well. Lastly, feedback relates to the information received by the employee while they are performing. (Noe)

The employees in my organization are classified as independent contractors. For this reason, this Performance Evaluation tool would be of immense value also an efficient tool to use in my organization. In addition, this performance mechanism can be adapted as the standard assessment tool of the company. Assessing communication skills, leadership skills and work knowledge is vital as strong performance in these areas enhances the home buying experience for our customers and will make our organization stands out from our

Data relating to performance assessment of employees are recorded and stored for several purposes. The main objectives are

Successful training is the implementation of a system in which everyone in the workplace is geared toward improvement. This involves a hands on approach in which the employee is encouraged to evaluate him or herself under the supervisor. Results based approach to performance appraisal is the most object method of tackling the complex task of evaluation. Designing a Strategic Performance appraisal system, (2011).

Self-evaluation: - Allowing the employee to evaluate their own efficiency and identify factors affecting them

The provided evaluation form contains the title of the form, the company’s name, the employee’s name, the employee’s position, the employee’s department, and the date that the appraisal was written. It also includes six different areas of competency on which both the supervisor and employee may assign numerical ratings based on a given four-point scale and contribute comments. In addition, there is an area, labeled the “overall success rating”, where both the supervisor and the employee may assign a numerical rating based on a given four-point scale and contribute comments. There are four questions on the performance evaluation form that ask if the employee had a work plan, if the employee demonstrated progress on the work plan, if the employee had a developmental plan, and if the employee demonstrated progress on the developmental plan. Finally, there is an area where the supervisor and employee may provide additional comments, signature, and date.

In addition, to find out and show how to evaluate employee’s work behavior in order to place the right people in the right position to advance performance.