Text V. Personnel evalution. Supervisor

Read and translate the text.

Answer the questions on the text below:

What analysis can provide an objective view of a person’s work?

How should evaluation be carried out?

How often should evaluations be conducted?

What is important for a supervisor?

Why do they need special training?

Why are they difficult to get to change?

Personnel evaluation

The only proper evaluation is a group evaluation in which a person’s work is looked at by all the people who interface with that person. This sort of analysis will provide a true exposure of how the work is viewed.

It is up to the supervisor who leads this discussion, backed up or trained by the Human Resources people, to add personality and other aspect. Then the individual can discuss the evaluation with the supervisor without necessarily knowing who participated and can find out the results. Corrective action can be planned in terms of personal development. Also, this provides executives with the knowledge of who should be considered for a promotion or for further career planning.

Personnel evaluations should be conducted at least once a year with. A follow-up regularly and should never, never, never be tied into raises. If that is done, all become suspect.

Supervisor

Supervising is a lost art. Most companies just take the person who is the best at doing whatever job is involved and make that person the supervisor, without any additional training. Actually, that person doing the job best probably is a technically oriented or thing-oriented person, whereas supervisors need to be people-oriented. Of course, some person fit both categories.

Each organization, no matter how small, needs a standard orientation for supervisors to make certain that they understand all the policies of the company. This is a good time for the boss to sit down with the about-to-be supervisors and the reason behind them. Then, the supervisors need some outside training in personal communication, and they need to understand that they represent the management to the people, not the people to the management. By the same token, they have to be sensitive to the needs and problems of individuals.

Supervisor also need training on how to schedule and to manage programs. The supervisor carries out the orders and instructions of the manager. First-line supervisors are almost always the hardest to get to change because they are very sensitive to management’s desires and they want to make sure management is serious about something before they will go along with it.

Sum up what you’ve learned from the text. Add your viewpoint on the role of a supervisor in personnel evaluation and development.

Text VI. Motivation. Promotions and profit sharing

What is motivation?

How should people be motivated?

How often should evaluations be conducted?

What is the role of promotion in developing people and the company?

In what way should people be motivated?

What example does the writer give as a negative way of promoting people?

Why is profit an sharing an effective way of motivation?

How is it to be carried out?

Motivation

Executives would like to have a way of getting their people charged up to do good work with no effort on their part. Salespeople have meetings and tools and contests forever for this purpose.

Motivation, however, is almost always a short-term thing in itself, and needs to be recognized as such. Motivation programs are almost always a disappointment because they do not have real substance.

Genuine motivation comes from the way people feel they are treated and the witness that management presents. “Pride in work” is the result of “pride in employee”.

People respond to what is around them. Crisis often brings out the best in people, while success may bring out the worst.

Promotions

The thing that moves people along best in companies and their careers is that they promoted once in a while into more responsible jobs. Unfortunately , as companies’ progress, many promotions are made on the basis of moving people out of jobs they are not doing very well into jobs popularity. We all know the case where the best technician is moved up to supervisor and is a terrible supervisor, and we’ve a good technician in the process. A promotion should mot be a reward for tenure. It should be a reward for potential success in a new job. This ties into the personnel evaluation system. When a promotion should know about immediately. Someone important should tell the individual personally to her or him. The different aspects of the new position should be taken care of as quickly as possible, such as business cards, physical office location, perks that go along with the job. These all help the individual become adjusted. Also, since some people have problems adjusting, this is the time to consider counseling in the guise of development and education.

When I was moved into my first supervisor job, I received absolutely no training, and I showed it. I survived only because another assistant supervisor patiently taught me the ropes. I do not remember ever receiving any specific training for any job up the ladder during all those years. I do remember being told at least three times, “We are not really sure you are qualified for the job, but we do not have anybody else”. I do not recommend that as the way to motivate a new supervisor.

Profit sharing

One of the best ways of setting up incentive for employees is to let them share in the after-tax profits, but many prefer to calculate their shares on a pretax basis because it keeps them from being victimized by different legal-but illogical-accounting maneuvers.

Under a profit-sharing plan, a standard amount of money is put into a pool for employees. It is then distributed out of that pool on the basis of criteria such as salary, performance rating, and, in some cases specific contributions. Formal a profit- sharing programs have to be approved by the board of directors and then filed with the Securities and Exchange Commission (SEC) (in the case of a public company); they cannot be fiddled with as time goes by.

Sum up the information you’ve learned from the text.

Speak about other ways of motivating people which you find most effective.