enow.com Web Search

Search results

1. Results from the WOW.Com Content Network

2. 20 Questions Smart Employees Ask Themselves - AOL

   www.aol.com/news/2012-02-10-20-questions-smart...

   Your answers (or score) predict whether you're likely to be promoted, fired or kept simmering in the ... 20 Questions Smart Employees Ask Themselves. Personal Branding Blog. Updated July 14, 2016 ...

3. 360-degree feedback - Wikipedia

   en.wikipedia.org/wiki/360-degree_feedback

   360-degree feedback (also known as multi-rater feedback, multi-source feedback, or multi-source assessment) is a process through which feedback from an employee's colleagues and associates is gathered, in addition to a self-evaluation by the employee.

4. Performance appraisal - Wikipedia

   en.wikipedia.org/wiki/Performance_appraisal

   A performance appraisal, also referred to as a performance review, performance evaluation, [1] (career) development discussion, [2] or employee appraisal, sometimes shortened to "PA", [a] is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about ...

5. Employment integrity testing - Wikipedia

   en.wikipedia.org/wiki/Employment_integrity_testing

   An example of typical questions might ask if you are more sensible or adventurous. [2] Examples of personality-oriented integrity test are the Personnel reaction blank, employment inventory from personnel decisions Inc., and the Hogan personality inventory. The personnel reaction blank is based on California psychological inventory.

6. Program evaluation - Wikipedia

   en.wikipedia.org/wiki/Program_evaluation

   Program evaluation is a systematic method for collecting, analyzing, and using information to answer questions about projects, policies and programs, [1] particularly about their effectiveness and efficiency.

7. Vitality curve - Wikipedia

   en.wikipedia.org/wiki/Vitality_curve

   In a memo to all Microsoft employees dated April 21, 2011, chief executive Steve Ballmer announced the company would make the vitality curve model of performance evaluation explicit: "We are making this change so all employees see a clear, simple, and predictable link between their performance, their rating, and their compensation". [38]