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	<title> &#187; Performance Appraisal</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>

		<guid isPermaLink="false">http://www.typevox.com/tetrics/?p=1159</guid>
		<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>How and Why You Should Train Your Managers to Rate Employees</title>
		<link>http://www.tetrics.com/2013/11/how-and-why-you-should-train-your-managers-to-rate-employees/</link>
		<comments>http://www.tetrics.com/2013/11/how-and-why-you-should-train-your-managers-to-rate-employees/#respond</comments>
		<pubDate>Wed, 06 Nov 2013 19:54:29 +0000</pubDate>
		<dc:creator><![CDATA[Avi Fleischer]]></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=1155</guid>
		<description><![CDATA[How and Why You Should Train Your Managers to Rate Employees It seems so simple. Managers see their employees work eight hours a day, five days a week. They talk with their employees, review their work, and manage projects. They should be able to give honest, accurate performance reviews, right that cover performance and strategic [&#8230;]]]></description>
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		<slash:comments>0</slash:comments>
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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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		<slash:comments>0</slash:comments>
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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>

		<guid isPermaLink="false">http://www.typevox.com/tetrics/?p=1151</guid>
		<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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		<slash:comments>0</slash:comments>
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		<title>6 steps for setting up a performance management system.</title>
		<link>http://www.tetrics.com/2013/10/6-steps-for-setting-up-a-performance-management-system/</link>
		<comments>http://www.tetrics.com/2013/10/6-steps-for-setting-up-a-performance-management-system/#respond</comments>
		<pubDate>Fri, 18 Oct 2013 16:57:56 +0000</pubDate>
		<dc:creator><![CDATA[chevron7]]></dc:creator>
				<category><![CDATA[Blog]]></category>
		<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Performance Management]]></category>
		<category><![CDATA[Test Development]]></category>

		<guid isPermaLink="false">http://www.typevox.com/tetrics/?p=1149</guid>
		<description><![CDATA[Setting up a performance management system Thinking of setting up a new performance management system (PM) in your organization? You could be setting up a pathway for bringing your organization to the next level and aligning all of your talent. Effective performance management systems can serve many purposes: they can help a company make administrative [&#8230;]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<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>
		<wfw:commentRss>http://www.tetrics.com/2013/10/an-introduction-to-performance-management/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<item>
		<title>Talent alignment not management is what you need.</title>
		<link>http://www.tetrics.com/2013/05/talent-alignment-not-management-is-what-you-need/</link>
		<comments>http://www.tetrics.com/2013/05/talent-alignment-not-management-is-what-you-need/#respond</comments>
		<pubDate>Mon, 06 May 2013 16:02:57 +0000</pubDate>
		<dc:creator><![CDATA[Avi Fleischer]]></dc:creator>
				<category><![CDATA[Blog]]></category>
		<category><![CDATA[Organizational Assessments]]></category>
		<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Performance Management]]></category>
		<category><![CDATA[Personality Inventory]]></category>
		<category><![CDATA[Pre-Employment Assessments]]></category>

		<guid isPermaLink="false">http://www.typevox.com/tetrics/?p=1144</guid>
		<description><![CDATA[Talent Alignment and not management. There has been lots of talk by big wigs about managing talent. The reality is it is more important to align the talent with organizational goals rather than manage it. Management means you deal with it though it is not perfect. However alignment means all the talent is doing their [&#8230;]]]></description>
		<wfw:commentRss>http://www.tetrics.com/2013/05/talent-alignment-not-management-is-what-you-need/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
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		<title>Which is Worse? Not Asking at All, or Asking the Wrong Questions?</title>
		<link>http://www.tetrics.com/2013/04/which-is-worse-not-asking-at-all-or-asking-the-wrong-questions/</link>
		<comments>http://www.tetrics.com/2013/04/which-is-worse-not-asking-at-all-or-asking-the-wrong-questions/#respond</comments>
		<pubDate>Thu, 25 Apr 2013 19:54:06 +0000</pubDate>
		<dc:creator><![CDATA[Avi Fleischer]]></dc:creator>
				<category><![CDATA[Adverse Impact Analysis]]></category>
		<category><![CDATA[Blog]]></category>
		<category><![CDATA[Employee Selection]]></category>
		<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Performance Management]]></category>
		<category><![CDATA[Personality Inventory]]></category>
		<category><![CDATA[Pre-Employment Assessments]]></category>
		<category><![CDATA[Test Development]]></category>

		<guid isPermaLink="false">http://www.typevox.com/tetrics/?p=1142</guid>
		<description><![CDATA[Let me answer your question in the most straightforward way. Asking the wrong questions is worse than not asking any questions at all. Teachers, professors and even parents have been harping on us for most of our lives to engrain within us that there are “… no are no stupid questions” to be asked. In [&#8230;]]]></description>
		<wfw:commentRss>http://www.tetrics.com/2013/04/which-is-worse-not-asking-at-all-or-asking-the-wrong-questions/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>4 Best Practices for Asking the Right Questions</title>
		<link>http://www.tetrics.com/2013/04/4-best-practices-for-asking-the-right-questions/</link>
		<comments>http://www.tetrics.com/2013/04/4-best-practices-for-asking-the-right-questions/#respond</comments>
		<pubDate>Thu, 18 Apr 2013 17:41:27 +0000</pubDate>
		<dc:creator><![CDATA[Avi Fleischer]]></dc:creator>
				<category><![CDATA[Blog]]></category>
		<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Performance Management]]></category>
		<category><![CDATA[Personality Inventory]]></category>
		<category><![CDATA[Pre-Employment Assessments]]></category>
		<category><![CDATA[Test Development]]></category>

		<guid isPermaLink="false">http://www.typevox.com/tetrics/?p=1140</guid>
		<description><![CDATA[4 Best Practices for Asking the Right Questions &#160; As you already know, asking the right question(s) are important to get the information you need to know to make decisions. By understanding something or someone fully, we can be empowered by making decisions that are based on real data, rather than misinformation. After you have [&#8230;]]]></description>
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		<slash:comments>0</slash:comments>
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