Tìm kiếm:
Giới thiệu

Đăng ký nhận tin

Nhập địa chỉ Email của Bạn

Thống kê

Tổng lượt truy cập
: 329.876
Thành viên Online
: 0
Khách
: 63
Bookmark and Share

Guideline for MBO Interview

(Lượt truy cập: 3375)

By interviewing one to one, managers is going to reach an agreement with employee on achievement, scoring as well as next action plan. Thereby, managers should build up a comfortable, friendly environment for interviewing.

1. THE PURPOSE OF MBO INTERVIEW:

 

- To improve individual MBO performance to meet company goals
- To analyze problem together and gain agreement on path forward
- To promote the relationship between the boss and employee
- To motivate employees

The followings should be avoided in a MBO Interview:

- Not to make it a punishment opportunity
- Not to lecture
- Not to discuss on bonus
- Not to argue who is right and who is wrong

2. OUTCOME OF MBO INTERVIEW:
 

As for INTERVIEWER - Direct Superior:

 


- Clarify expectations with employee
- Obtain understanding on constraints that employees are facing

As for INTERVIEWEE - Subordinate:

 


- Obtain understanding of how results meet expectation and what next steps are.
- Feel that interview is fair

3. PREPARING FOR MBO INTERVIEW:
 

As for INTERVIEWER - Direct Superior, need to prepare as follow:

 

- Write assessment to each employee before interview

 

o Write down achievement of the set objectives
o If objectives were not fully met, to note down reasons

- List down possible action steps to improve on performance
- Sets draft objectives for the next year
- Confirm the interview date and time
 

As for INTERVIEWEE - Subordinate, need to prepare as follow:

 

- Conduct self-evaluation before interview

 

o Fill in MBO Self-Evaluation Form that is documented by attached document to verify the report
o If objectives were not fully met, to note down reasons

- List down possible action steps to improve on performance
- Set draft objectives for the next year
- Confirm the interview date and time

4. CONDUCTING MBO INTERVIEW (Just applied for managers who is interviewer):
        - Start with a comfortable opening to take the pressure off the employee
        - Keep the conversation two-way
        - Don't rush - give the person the time they need
        - Walk through the documented form and scoring together. Validate the employee's appraisal and add your specific comments
        - State the facts and cite specifics rather than generalities
        - Confirm agreements. Clarify disagreements
        - Ensure employee's understanding of the scoring, development plans to improve, and the boss's commitment to help
        - Finish on a positive point and with clear steps forward.

Các tin / bài viết cùng loại:
Sắp xếp theo
Sắp xếp theo
Copyright © 2011-2018 Lắp Ráp Điện Tử . All rights reserved.
® Lắp Ráp Điện Tử giữ bản quyền nội dung trên website này
Vui lòng ghi "nguồn bởi Lắp Ráp Điện Tử" khi trích nội dung từ website này
Địa chỉ: 377 Tân hương Tp.HCM
Hotline: +84 (0)938041068 - Email: admin@laprapdientu.vn

 
Smartit Web7Mau - Website: www.web7mau.com - Email: developers.web7mau@gmail.com
Core Version: 1.6.6.0