http://directorhrjobs.com/interview-a-human-resources-director-or-a-manager-who-performs-performance-appraisal/ Human Resource Director Jobs Thu, 17 Feb 2011 02:02:34 +0000 hourly 1 http://wordpress.org/?v=3.1 http://directorhrjobs.com/interview-a-human-resources-director-or-a-manager-who-performs-performance-appraisal/comment-page-1/#comment-3579 cam can help Mon, 22 Feb 2010 09:37:55 +0000 http://directorhrjobs.com/interview-a-human-resources-director-or-a-manager-who-performs-performance-appraisal/#comment-3579 This is in regards to a past job, not a present one: 1. What is your job title? manager How many individuals do you supervise? 45 What do they do? Most of the physical labor that is needed (taking orders, picking, packing, shipping), I also have a couple of mid-level supervisors to manage Do you conduct evaluations with all of them? yes 2. How often do you conduct performance reviews? twice a year - a mid year review and then an end of year review (this one involves a raise) In your opinion, is this often enough? Too often? About right? It's just right 3. Do you have a standard form that you use to evaluate the job performance of your subordinates? yes Can I see an example of this form? (If a sample copy is not available for you to review, ask what dimensions of job performance individuals are evaluated on and what type of scale is used.) they are evaluated on knowledge of the needed functions, ability to get along with others, what they contribute to the team, and dependability. 4. What do you like about conducting performance appraisals? Helping folks realize their worth What do you dislike? Showing folks that they are not as 'awesome' as they might think Do you see a need for improvement in the performance evaluation procedures or forms used at this organization? yes Do the employees like the procedures used? no Why or Why not? more and more the ability to insert observations are eliminated - so, it's becoming numbers driven: you produce X then you are a X, you miss X amount of days, then you rank a X...that sort of thing. It's hard to help a person feel valued when you keep placing numbers on them...there really needs to be a portion that is about observations of how that person contributes to the team. This is in regards to a past job, not a present one:
1. What is your job title? manager How many individuals do you supervise? 45 What do they do? Most of the physical labor that is needed (taking orders, picking, packing, shipping), I also have a couple of mid-level supervisors to manage Do you conduct evaluations with all of them? yes
2. How often do you conduct performance reviews? twice a year – a mid year review and then an end of year review (this one involves a raise) In your opinion, is this often enough? Too often? About right? It’s just right
3. Do you have a standard form that you use to evaluate the job performance of your subordinates? yes Can I see an example of this form? (If a sample copy is not available for you to review, ask what dimensions of job performance individuals are evaluated on and what type of scale is used.) they are evaluated on knowledge of the needed functions, ability to get along with others, what they contribute to the team, and dependability.
4. What do you like about conducting performance appraisals? Helping folks realize their worth What do you dislike? Showing folks that they are not as ‘awesome’ as they might think Do you see a need for improvement in the performance evaluation procedures or forms used at this organization? yes Do the employees like the procedures used? no Why or Why not? more and more the ability to insert observations are eliminated – so, it’s becoming numbers driven: you produce X then you are a X, you miss X amount of days, then you rank a X…that sort of thing. It’s hard to help a person feel valued when you keep placing numbers on them…there really needs to be a portion that is about observations of how that person contributes to the team.

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