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Results for Topic: Evaluation
Use this template to create a level 1 post-training evaluation
This package of downloadable forms makes assessing your next training session a breeze. There are over 10 ready-to-use forms including a pre-assessment, post-assessment, gap assessment and so many more!
Quick gap evaluation of skills related to a training topic
These easy-to-use cards provide a simple model (A.D.V.I.C.E.) along with thought-provoking questions on the power of effective feedback (for both managers and employees). These cards are great for a quick training reminder, mentor support or conversation starter.
This video teaches employees how to make a systematic evaluation of the entire ammonia system, determine if problem areas exist and make sure the ammonia system at your facility remains under control.
This program shows employees how to make a systematic evaluation of the entire chlorine system, determine if problem areas exist and make sure the system at your facility remains under control.
When an employee refuses to sign a performance evaluation, you might be tempted to just say - okay, fine. I'll just make a note that you refused to sign, and you do what you need to do. But the truth is, when an employee won't sign it generally means there's a lot more going on that really needs to be out on the table so you can deal with it. And the best way to make that happen is to take the time to T.A.L.K.™ about it.
Discover an interviewing approach that will help your organization prevent high turnover, eliminate unnecessary training and avoid damaging lawsuits. Dr. Paul Green, industrial psychologist and behavioral-based interviewing expert, delivers this advanced workshop designed to improve candidate evaluation. Five probing strategies and a proven assessment tool ensure that your organization’s interviewers “get the whole picture” every time.
There are two keys to working with an employee who thinks the information your using in your discussion is biased; the first is to take extra time to really listen to the employee's perspective. And the second is to be specific about the information you're basing your evaluation on. The key is to use the T.A.L.K.™ model to help the employee identify areas that need improvement on their own.