Conduct Staff Appraisals & Job Interviews
Communicate Professionally in Personnel Development, Application Processes & Difficult Leadership Situations [Checklists Conversation Guidlines Templates]
Simone Janson, Simone Janson, Simone Janson
- English
- ePUB (mobile friendly)
- Available on iOS & Android
Conduct Staff Appraisals & Job Interviews
Communicate Professionally in Personnel Development, Application Processes & Difficult Leadership Situations [Checklists Conversation Guidlines Templates]
Simone Janson, Simone Janson, Simone Janson
About This Book
In the 4th, completely revised edition of this groundbreaking guide, published by an award-winning publisher, renowned experts (overview in the book preview) combine their knowledge with interactive AI. This unique combination of decades of experience and state-of-the-art technology enables you to master challenges on a whole new level. Thanks to the innovative transfer of information, complemented by personal experiences of success, you can realize your goals and reach your full potential. Because employee and job interviews are not easy even for managers and personnel. This book shows you how to master this challenge: How do you conduct a good appraisal interview? How do you define achievable target agreements? What do you do if your employee suddenly freaks out? And how do you ask the right questions in a job interview to find the best applicants? You can find the answers here. For its concept "Information as Desired, " the publisher won the Global Business Award as Publisher of the Year and received government funding. It is also a partner of the Ministry of Education and Research of the Federal Republic of Germany. The goal to give you the best possible content on topics such as career, finance, management, recruiting, or psychology goes far beyond the static nature of traditional books: The interactive AI Extended Books not only provide AI-optimized content in several languages based on data analysis but also allow you to ask individual questions and receive advice tailored to your personal interests. Each book contains detailed information and examples for your successful use of AI. You can utilize AI software for free, download e-courses, collaborate with workbooks, or engage with an active community. So you gain valuable resources that enhance your knowledge, stimulate creativity, and make your personal and professional goals achievable and tangible. Expertise and technical innovation go hand in hand, as we take the responsibility to deliver well-researched and informed content seriously, honoring the trust you place in us. Due to the unique combination of human expertise and innovation, we can publish works that meet your requirements in every aspect. And furthermore, we want to offer you the opportunity to make your journey towards personal growth and success even more unforgettable. We understand that true change occurs not just in the mind but primarily through personal experiences and application. Therefore, we've conceptualized special success journey experiences tailored to each book for you. Be inspired to elevate your life to an entirely new level. By purchasing the books, you can also do good: The publisher dedicates about 5 percent of book sales revenue to socially relevant or sustainable projects. We provide scholarships, support innovative ideas, and contribute to climate protection initiatives. Publisher Simone Janson is also a bestselling author and one of the top 10 influential German bloggers according to the Blogger Relevance Index. Additionally, she has been a columnist and author for renowned media outlets such as WELT, Wirtschaftswoche, or ZEIT - more about her can be found, among other places, on Wikipedia.
Frequently asked questions
Information
Personnel Development in Sales: Further Education with the Triple-A-Matrix
// By Markus Milz
Good companies sell even in bad times
Willing, able, may
- Want = willingness to perform
- Can = performance capability
- May be possible
Chefs do not work. They lead
The Triple-A Matrix
- Wishing = ambition
- Ability = Ability
- May be = Accountability
WANT = AMBITION
WANT for executives:
- the team spirit,
- communicate business objectives and visions,
- motivate their employees and prevent demotion,
- Success appropriate and transparent reward,
- Self-awareness,
- Radiating optimism,
- Make decisions quickly and enforce them
- and inspire the members of their team.
- Executive coaching,
- Leadership training,
- Motivation workshops,
- Team building events,
- Optimized time management that separates "Doing" and "Leading", as well
- the installation of regular target-finding discussions.
WANT for employees:
- follow the goals set for them,
- work motivated and committed,
- feel recognized,
- act innovatively,
- are aware of their value and contribution,
- fit seamlessly into the team,
- enjoy the working environment and are
- always ready to change.
- the establishment of a profit culture,
- a key figure-based monitoring of the employee's contribution to the company's success,
- the implementation of employee activations and
- the implementation of motivation systems and performance-oriented remuneration.
CAN = ABILITY
CAN for leaders
- Competencies to recognize,
- to promote these competences accordingly,
- methodical feedback,
- Strengthen strengths and weaken weaknesses,
- Competence planning,
- Employees in processes and
- to ensure comprehensibility of the management action and its instruments.
- the creation of meaningful requirements profiles,
- the implementation of assessment centers and a profiling,
- targeted seminars, trainings and coachings,
- the development and a CIP of profile and evaluation systems,
- the creation of a standardized feedback system,
- a reset and higher level of recruiting policy and a
- Employer branding that attracts and ties strong executives.
CAN For Employees:
- correspond to the required requirements profile,
- work at any time competently,
- have development opportunities,
- participate in the Continuous Improvement Process (CIP),
- know and master the daily business,
- are always up to date in their field and their industry,
- experience and prove to be capable of learning and
- have high social qualities.
- individually tailored seminars, trainings and coachings,
- cyclical employee development,
- Audits and competence-enhancing Gap-to-close,
- Development needs determination,
- systematic personnel development and
- targeted application to qualification profiles
CAN = ACCOUNTABILITY
MUST be for executives:
- delegate tasks professionally clever and comprehensible,
- pay attention to the areas of competence of employees and colleagues,
- show and prove confidence in their team,
- encourage to take over responsibility,
- tie their people into decisions,
- present responsibility,
- appreciate and reward constructive cooperation and
- provide generous and reasonable room for maneuver.
- the proactive promotion of process, rather than silo and departmental thinking,
- a flexible allocation of responsibilities with a documentation system,
- a symbolic reward system for taking over responsibility and
- the visualization of career perspectives.
MUST be for employees:
- enjoy, use and live their responsibilities,
- are looking forward to their trust
- reward this trust with reliability and performance,
- are flexible and accessible,
- acting project- and success-oriented,
- know and use escalation regardless of personal circumstances,
- prove themselves as co-architects rather than administrators,
- cultivate and extend their expert status on their own responsibility.
- a flexibilisation of the organizational structure on processes,
- the clear definition of escalations,
- a high discussion culture of work processes,
- predominantly project - related competence allocation and the
- Standardization of dif- ference-free competencies.