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	<title> &#187; Jill May</title>
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		<title>How to Set and achieve goals for employees and organizations in the new year!</title>
		<link>http://www.tetrics.com/2014/01/how-to-set-and-achieve-goals-for-employees-and-organizations-in-the-new-year/</link>
		<comments>http://www.tetrics.com/2014/01/how-to-set-and-achieve-goals-for-employees-and-organizations-in-the-new-year/#respond</comments>
		<pubDate>Wed, 08 Jan 2014 18:36:40 +0000</pubDate>
		<dc:creator><![CDATA[Jill May]]></dc:creator>
				<category><![CDATA[Blog]]></category>
		<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Performance Management]]></category>

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		<description><![CDATA[Setting Professional Goals for the New Year It is a new year, and this means that many people will be resolving to make improvements in their lives and work. It may seem cliché, but there is a reason why we are so drawn toward self-improvement. Times such as the New Year and birthdays serve as [&#8230;]]]></description>
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		<title>How to effectively use performance feedback to fully develop employees</title>
		<link>http://www.tetrics.com/2013/11/how-to-effectively-use-performance-feedback-to-fully-develop-employees/</link>
		<comments>http://www.tetrics.com/2013/11/how-to-effectively-use-performance-feedback-to-fully-develop-employees/#respond</comments>
		<pubDate>Wed, 13 Nov 2013 17:35:52 +0000</pubDate>
		<dc:creator><![CDATA[Jill May]]></dc:creator>
				<category><![CDATA[Blog]]></category>
		<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Performance Management]]></category>
		<category><![CDATA[Pre-Employment Assessments]]></category>

		<guid isPermaLink="false">http://www.typevox.com/tetrics/?p=1157</guid>
		<description><![CDATA[How to use performance feedback to develop employees As we have seen in our series on performance management (PM) systems, they can bring many benefits to the organization if properly implemented. So far we have focused on creating an effective new system, different types of PM, legal defensibility, and training raters. One excellent application of [&#8230;]]]></description>
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		<title>3 effective ways to approach performance appraisals and when to use them.</title>
		<link>http://www.tetrics.com/2013/10/3-effective-ways-to-approach-performance-appraisals-and-when-to-use-them/</link>
		<comments>http://www.tetrics.com/2013/10/3-effective-ways-to-approach-performance-appraisals-and-when-to-use-them/#respond</comments>
		<pubDate>Tue, 29 Oct 2013 14:39:15 +0000</pubDate>
		<dc:creator><![CDATA[Jill May]]></dc:creator>
				<category><![CDATA[Blog]]></category>
		<category><![CDATA[Employee Selection]]></category>
		<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Performance Management]]></category>

		<guid isPermaLink="false">http://www.typevox.com/tetrics/?p=1153</guid>
		<description><![CDATA[Different approaches to performance appraisals One of the important considerations in creating your organization’s performance management (PM) system is the approach used to measure performance. According to organizational researcher Herman Aguinis (2009), there are three types of criteria: behaviors, results, and traits. The behavior approach to performance management focuses on specific behaviors that an employee [&#8230;]]]></description>
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		<title>How to create a legally defensible performance management system.</title>
		<link>http://www.tetrics.com/2013/10/how-to-create-a-legally-defensible-performance-management-system/</link>
		<comments>http://www.tetrics.com/2013/10/how-to-create-a-legally-defensible-performance-management-system/#respond</comments>
		<pubDate>Wed, 23 Oct 2013 20:59:01 +0000</pubDate>
		<dc:creator><![CDATA[Jill May]]></dc:creator>
				<category><![CDATA[Adverse Impact Analysis]]></category>
		<category><![CDATA[Blog]]></category>
		<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Performance Management]]></category>
		<category><![CDATA[Test Development]]></category>

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		<description><![CDATA[How Legally Defensible is Your Appraisal Management System?One of the issues that must be considered when evaluating a performance management (PM) system is how well it would stand up in court. Not surprisingly, legally defensible PM criteria is in line with the criteria for good performance management systems. According to Aguinis (2007), good performance standards [&#8230;]]]></description>
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		<title>An Introduction to Performance Management</title>
		<link>http://www.tetrics.com/2013/10/an-introduction-to-performance-management/</link>
		<comments>http://www.tetrics.com/2013/10/an-introduction-to-performance-management/#respond</comments>
		<pubDate>Tue, 15 Oct 2013 04:17:28 +0000</pubDate>
		<dc:creator><![CDATA[Jill May]]></dc:creator>
				<category><![CDATA[Blog]]></category>
		<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Performance Management]]></category>

		<guid isPermaLink="false">http://www.typevox.com/tetrics/?p=1147</guid>
		<description><![CDATA[Performance Management: Not Just an Annual Review Performance appraisals (PA) get a bad rap in organizations. Seen as the dreaded yearly review, they are often treated with scorn or derision by employees and management alike. However, it doesn’t have to be this way. When performance systems are implemented incorrectly, they can cause more harm than [&#8230;]]]></description>
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