Learning Styles and Appraisal Process

Topics: Team, Human resource management, Member of Parliament, Experiential learning, Individual, Organization / Pages: 9 (2130 words) / Published: Apr 1st, 2014
Understand the current competencies of individuals and teams

Describe the methods of conducting individual and team competence reviews
Team Review Methods
• Formal bi-annual performance appraisals- these take place within the company on a bi-annual basis, objectives are set against corporate aims and then reviewed within the appraisal process.
• Action plans- these are set as a way to meet a requirement, normally these come from the appraisal process, for example a training need could be established and the action plan details what is required and when it needs to be achieved and then a review on whether the outcome was achieved.
• Probationary reviews- the COMPANY has a 6 month probationary period; this is similar to the appraisal process as an expected level of ability is required to perform the role that the applicant has successfully been assimilated in to. Competencies are assessed and action plans can be agreed to bring the member of staff in line with the expected performance.
• Informal one-to-one review discussions- these are not part of the appraisal process, so the agreed aims are more of a pointer of where the member of staff should be with regards to performance. Other avenues can be explored if performance is deemed as unsatisfactory, such as the COMPANY Managing Unsatisfactory Performance Policy. This policy details what is required of the employee and process that is in place to bring the employee back in line with the performance requirement.
• Observation on the job- by witnessing a member of staffs work processes you can assess their performance against what is expected, this is useful in customer facing roles as the member of staffs manner can be assessed.
• Skill- or job-related tests- these are specific to the role that is being undertaken.
• Assessment centres, including observed group exercises, tests presentations, etc. These are useful in assessing staff within a pressure environment as well as how individuals

References: Kolb D.A. (1984) 'Experiential learning experience as a source of learning and development ', New Jersey: Prentice Hall (http://www.nwlink.com/~donclark/hrd/styles/kolb.html)

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