TAILIEUCHUNG - Lecture Supervision in the hospitality industry: Applied human resources (Fifth edition): Chapter 9 - Jack E. Miller, John R. Walker, Karen Eich Drummond

Chapter 9 - Evaluating performance. This chapter presents the following content: Coaching, essentials of performance evaluation, making the evaluation, the appraisal interview, follow-up, legal aspects of performance evaluation. | Chapter 9: Evaluating Performance Coaching Essentials of Performance Evaluation Making the Evaluation The Appraisal Interview Follow-Up Legal Aspects of Performance Evaluation Coaching Two part process (previously discussed). A form of counseling used to help employees who are performing poorly. Overall purpose is to evaluate and encourage. Counseling Sessions : Speak in private with employee Be relaxed and friendly Express concern calmly and positively Ask employee their opinion, including possible solutions Agree mutually on a course of action Ask the employee to restate what has been agreed upon Why is coaching often avoided? Lack of time Fear of confrontation Assumptions about the employee (already knows what they are doing or will ask questions) Little experience coaching Steps in Coaching Observe employees work performance Praise good performance Asks questions if performance is below standard Correct as necessary Get employee involved in seeking and trying .

• Du lịch
• The hospitality industry
• Human resources
• Evaluating performance
• Making the evaluation
• Performance review process
• Hospitality law
• Hospitality managers
• Hospitality business structures
• Significant hospitality contracts
• Legally managing property
• Prevention philosophy
• Legal responsibilities
• Legally selecting employees
• Hospitality industry
• Management in the hospitality industry
• Food service
• Service industry
• Hospitality careers
• Hospitality management