Daily Feed 10/31/23: Latest news
OAN’s Tom McGrath
5:34 PM – Tuesday, October 31, 2023
The House GOP may ruin Zelensky’s Trick-or-Treating, Josh Hawley haunts Alejandro Mayorkas and the White House curses your dollar.
The House GOP may ruin Zelensky’s Trick-or-Treating, Josh Hawley haunts Alejandro Mayorkas and the White House curses your dollar.
Senate Republicans address the increased national security threat at the Southern Border.
As the Israeli ground offensive intensifies, former State Department Spokeswoman Morgan Ortagus says now is not the time for a ceasefire. One America’s Chanel Rion with more.
A 22-year-old is released on a four-million-dollar bond after being charged with the deaths of four Pepperdine University students. One America’s Taylor Tinsley has the latest.
China’s most popular social media platforms announced that “self-media” accounts with more than 500,000 followers will be asked to display real-name information
Intel rose more than 9% on Friday and sparked a jump in chip stocks after the personal computer market was rebounding from its quarters-long slump.
Amazon.com rose 7% on Friday as it aims for a larger share of the booming artificial intelligence market in a race with Microsoft.
Malaysia’s communications regulator will issue a warning to social media firms TikTok and Meta for allegedly blocking pro-Palestinian content on their platforms.
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How has the Performance Appraisal and Assessment (PAA) process evolved over the years?
The Performance Appraisal and Assessment (PAA) process has evolved significantly over the years. Here are some key changes and developments:
1. Shift from annual reviews to continuous feedback: In the past, performance appraisals were often conducted once a year. However, organizations have realized the limitations of this approach and are now moving towards providing continuous feedback and performance conversations throughout the year. This shift allows for more timely and meaningful feedback, helping employees improve their performance on an ongoing basis.
2. Focus on development and growth: Traditionally, performance appraisals were primarily used for evaluating an employee’s past performance and determining compensation and promotions. Nowadays, the emphasis is on fostering employee growth and development. The PAA process has evolved to include discussions about career aspirations, skill development opportunities, and personalized learning plans.
3. Multidimensional assessment: Earlier, performance appraisals often relied on a single rating or overall evaluation of an employee’s performance. Today, organizations recognize the need for a more holistic approach. The PAA process now includes multiple dimensions for assessment, such as competency-based evaluations, goal achievements, behavior assessments, and contributions to team or organizational success.
4. Incorporation of self-assessment: Earlier, performance appraisals were typically top-down evaluations conducted by managers. Now, the PAA process often includes a self-assessment component, where employees get the opportunity to reflect on their own performance, identify strengths and areas for improvement, and share their perspective on their achievements and challenges.
5. Emphasis on ongoing coaching and support: The PAA process has evolved to include a focus on ongoing coaching and support for employees. Managers play a critical role in providing guidance and assistance to help employees succeed. Regular check-ins, coaching conversations, and setting performance goals have become integral parts of the performance appraisal process.
Overall, the PAA process has shifted from being a once-a-year event to a continuous and developmental approach. The focus is now on frequent dialogue, growth, and creating a culture of ongoing feedback and support.
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