Aberdeen And Green River

Goal setting is a powerful process for personal planning. By setting goals on a routine basis employees can decide what they want to achieve, and then move step-by-step towards achieving these goals.

The process of setting goals and targets would allow your employees to choose where they want to go career wise. By knowing precisely what they want to achieve, they would know what to concentrate on to do it.

Goals are set on a number of different levels: First you decide what you want to do and what large-scale goals you want to achieve. Second, you break these down into the smaller and smaller targets that you must hit so that you reach your lifetime goals. Finally, once you have your plan, you start working towards achieving it.

Job design refers to the way that a set of tasks, or an entire job, is organized. Job design helps to determine:

Ð'* What tasks are done,

Ð'* How the tasks are done,

Ð'* How many tasks are done, and

Ð'* In what order the tasks are done.

It takes into account all factors which affect the work, and organizes the content and tasks so that the whole job is less likely to be a risk to the employee. Job design involves administrative areas such as:

Ð'* Job rotation,

Ð'* Job enlargement,

Ð'* Task/machine pacing,

Ð'* Work breaks, and

Ð'* Working hours.

Job design principles can address problems such as work overload, work under load, repetitiveness, Isolation, shift work, and excessive working hours.

Performance appraisal is a process of assessing, summarizing and developing the work performance of an employee. Every career employee should receive a written performance appraisal at least annually using the appropriate UCSD Performance Appraisal Model.

Whether you wish to start a new performance appraisal system in your organization - or improve an existing one, I have a few tips:

1. Before

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