i need some help to answer employee evaluations.?
93695
what questions are you seeking answers to on the evaluation?  Email the questions and I'll TRY to help you out with getting them answered.
815317
You have three choices, and only you can judge the feasibility of each of them, because only you know the people involved and their personalities.\n\n1) You can try to bring the topic up with your boss, very carefully and diplomatically.  Bosses are all different, and you'll have to judge her personality as to whether or not she's accepting of constructive criticism, especially of such a personal nature.  Of course, if the personality is not a good one then you of course risk a backlash that could hamper you at work by poisoning the relation.\n\n2) If you are acquainted with the higher-ups, you could approach one of them - again diplomatically - and try to put in a bit of "secret" reporting for which - if they are prudent and respectable - they should appreciate.  Once again, you risk a backlash against you (only you know the people and can judge the circumstances) either for breaking the "chain of command" or when your boss figures out (or is told) of your reporting.  On the other hand, a reasonable higher-up should appreciate your concern for the organization - you be the judge.\n\n3) You could just let the hammer fall on your organization by stopping your additional duties of performing your boss' job.  This may actually be the least realistic of the choices, because it may be hard for you to do this without looking negligent yourself.\n\nAt any rate, you should take careful note (keep a secret notepad) of **ALL** of the instances that this has happened, and what corrective action you have taken.  You should actually start this immediately, and just see how the situtation plays out for a while before doing anything.  But continue your records, because if you have to do **any** of the suggestions above, it will wholeheartedly bolster your case if you have documentation of the problem.  Of course, your boss won't be interested in this information (makes her look bad) but if you have to go higher in the organization, this will be imperitive.\n\nGood luck!  This is not an easy or comfortable situation!!!
484064
Write a script about why you want to work for them.\nPractice it-\nthen break it down into main points.\nAfter that, just use a card that has the main points on it.\nThat way, if they cut you off you can pick up at a particular point for another question.
164625
Honestly, dont get creative.  Tell them exactly what you think and dont beat around the bush.  The feedback that you give them needs to help both the employee and YOU as the employer.  Most feedback should be designed to tweek behaviour that will allow you to get more out of the employee.  Remember, they are there to help YOU.
556625
Try Human resource department they should be able to help you out.
1079491
Check with your company HR department.
1015244
The best way to answer that questions is to be honest: why did you pick that company? Do you like their organization, do you see a way to advance, can you learn a lot, or use a particular skill you have? Want to get other skills from them? These are the reasons to list for wanting that job.\n\nAs far as the questions, ask them about their benefit programs, opportunities for advancement or movement within the company, about their community programs or activities, and finally, their assessment of the work culture in the office. You might also ask if you could spend a few hours with the group you'd be working with (upon offer of a job) before accepting.
622243
this website is regarding your concerns about interview procedure, how to go about it .\nhttp://www.managementhelp.org/evaluatn/intrview.htm
582446
Go to your Human recorses manager and fill for a grivence report on your boss. This could get him sacked and you a better job satisfaction.
749881
If your question pertains to business, you may want to consider hiring a mystery shopping agency.  They evaluate everything from sales, customer service, employee performance, employee satisfaction, etc.  They will also thoroughly check out competitor companies giving you the "inside scoop"  Try Shoppers Confidential.
208359
check out http://compensation.blr.com/compensation/employee_performance_evaluation_samples.cfm
988954
They are also most likely to ask some of the following:\n1) What are your strengths and weaknesses? Be careful here when u talk abt your weaknesses, try to turn in into something positive. For example, "I'm not very good in MS Powerpoint but I'm working on it at the moment by taking up a course to be better at it" or something like that.\n\n2)So tell us about yourself. This simple request was the first thing they asked me when i got into the room and i was so nervous and stumped by such a simple question. Dont be like me. Go in prepared about what you're gonna tell them about yourself.\n\n3)Why do you want to work here?\n\n4)Why should we hire you?\n\nYep that's all I can think of for now! Good luck! I have one to go to tmr too! Hope that goes well! hehehe. Remember to stay calm, collected and be honest. Never lie cos I've been told that some trained HR professionals can actually read body language and also check up on your references. :) Cheers!
899080
ask him about the company and how it is doing and what his job is about and how hard was it to get that job and education it took to acheive it. personally ask him about his family and where he lives and what his personal intersts are. also talk about any improvements that you would like to see happen with the company  and ask him what he would like to see for improvements. relax and realize he just wants to get to know you as a person and co worker and if he can depend on you to back him up in a bind. relax and be yourself
812636
You best know who you are asking for a reference, if you were a sub standard employee don't expect a shining recommendation.\n\nIf you want to make sure you are getting a good reference request a letter of recommendation from your previous employer.\n\nHowever, as I said if you were not a great employee. Don't expect your former boss to say you were.
1017862
Give your boss a good smack in the mouth. You should see changes taking place shortly afterwards. Glad to be of help.
581322
I/O psychology? Yes, I thought about it myself and still may go back for the masters in this area.  Here is the short to your issue:  She needs to be evaluated based on a larger picture, more than a few variables. As you already know, the tests that you create to appraise someone CAN be very effective in assessing someone's internal abilities and how they relate to the job they have/or searching for. How about giving her another appraisal without cutting her completely from the staff?  Maybe recommend counseling?  I believe in human potential, the greatness within that lurks beneath the everyday pschological defenses and behavioral nuances.  Was she always like this?  Does she have potential?
201499
That's a big topic but here are some thoughts to consider. \n\n- Have specific goals and standards for employees. Much easier to evaluate and they will perform better, too. Most people want to do well. If they know what is expected, it's easier for them to do what you want.\n\n- Give specific feedback and EXAMPLES along with judgements. E.g.: "Communication skills with other departments need improvement" would be so much better is you also said, "Examples: In August, Stella reported that Tom had asked for an attendance report but later, we learned that he really needed the report listed for the R&D group only." \n\nThe more specifics you use, the better. To do this, you need notes! Which brings me to:\n\n- Keep notes all year. You want to note positive and negative instances over the long term.\n\n- Give feedback constantly. Don't wait until annual review time. If an employee is ever surprised by something in a review, it is almost always indicative of a manager's problem!