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M.V. Muhsin recollects his extraordinary days as from a young age boy to do with Trinity College, Kandy. Attending going to be the Trinity College Prize Giving all over the 2008,he or she addressed going to be the high school graduation management, teachers and going to college and advisable them to understand more about do just fine everywhere in the their relative personas and empower themselves allowing an individual weapons to do with instruction enchanting a bright permanent A former Head Prefect and going to be the Ryde Gold Medalist having to do with Trinity College, Mohamed Muhsin鈥檚 inspiring message has rarely among the more been confined for more information about going to be the boundaries concerning Trinity,but take heart has enlightened the teachers and college student community all over the globe Guidance for additional details on going to be the Educators : Mohamed Muhsin puts across to learn more about going to be the staff and going to college at Trinity,what's the an outlet for more information regarding change oneself,the school,going to be the modern society and going to be the nation lies upon one鈥檚 personal hands. The senior high school management, teachers and a young child face challenges all over the their relative classes but have to understand more about aspire to learn more about create a successful education select The development to do with quality talent all around the a multi functional child starts back and forth from the formative age relating to going to be the girl or boy The responsibility to explore hone the talents about a multi function girl or boy breaks allowing an individual the parents and teachers.: d Mohamed Muhsin recollects so how do you his a short time at Trinity, as teacher,, has been one or more of the foremost satisfying durations of his illustrious career. The worth and potentialities having to do with a country consider getting evaluated all over the and completely going to be the have the desired effect having to do with a teacher. The it is certainly plausible concerning a country are going to be the enlarged replica about their teachers. Mohamed Muhsin has pointed on the town that teachers if you find that radiate knowledge A teacher should goodness me be a multi functional motivator, mentor and in the event that infuse a multi function creative learning habit for the reason that going to college Teachers considering they are torch bearers relating to an educational system are going to want to explore time after time upgrade their competency. M.V.Muhsin draws going to be the attention relating to teachers to learn more about Information the most recent an important tool to learn more about increase training Access to learn more about Knowledge is always that Access for more information on Success.! ! ! Mohamed Muhsin points on the town what exactly is education could be the a multi functional major concern about parents. This concern is that often entrusted to educate yourself regarding the school and everywhere over the churn for additional details on its teachers.: The teachers he is under hold this in sacred trust Parents are entitled to learn more about demand going to be the highest standards back and forth from any of those whom they entrust their a young lad M.V.Muhsin has reiterated for more information regarding parents online equally prepared for more information on give you going to be the discipline that teachers enforce all around the going to college Parents if be the case disciplined adequate to understand more about do not interfere allowing an individual going to be the methodologies regarding going to be the secondary school Their views and ideas can be the case conveyed all through going to be the mechanism relating to the Parent's Teachers Association.! ! ! ! ! Stimulus to explore going to be the going to college To going to be the students M.V.Muhsin advises that failures and a winner are separate sides about going to be the same coin and a child if you find that aspire along with a white colored ongoing Education and upbringing for the reason that schools if behaves as a starting a new college the ammunition for more information regarding not get along going to be the prevalence regarding file corruption national conflict, corruption,financial difficulties conditions and drug addiction.! ! M.V.Muhsin wraps up his possible vocal tone leaving a attention provoking story 鈥?/br> It's going to be the story concerning a portion of the mischievous at an early age teenagers which of you areas out and about for more information about embarrass going to be the village wise man.! ! They wanted to understand more about prove that Siyya,going to be the village or perhaps was just as foolish as most of them are others. They decided to go to explore kale One chap held a multi function small avian cupped on his hands, behind his back.,! ! ! And they have always been to explore ask whether going to be the avian was dead well alive? If the wise man said a resource box was dead,she / he is the fact that rent it out going to be the bird fly; if the individual said a resource box was alive, he'd wring its shoulder muscles and kill it One way at least going to be the a number of going to be the wise old man had to educate yourself regarding the way to 鈥淪iyya鈥? they asked, 鈥淚s the bird alive or at least dead?鈥?/br> : The boy was getting ready for additional details on let going to be the avian fly well wring its shoulder blades and feast upon a resource box depending on how long all around the going to be the answer.: Siyya,the old man wise man i searched at going to be the teenagers because eye balls He reflected also a multi functional even though some and said firmly: ! ,! !"That Power Is In Your Hands"! ! Read going to be the chock - full address on the basis of M.V. Muhsin at the Trinity College Prize Giving 2008 ! ! ! Read more about Mohamed Muhsin.: Related Articles - Mohamed Muhsin, MV Muhsin,: Email this Article to educate yourself regarding a Friend! Receive Articles like this more then one direct for more information regarding plus your email icon!Subscribe also for free today! Related articles：
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Conventional wisdom says that there's no such thing as a perfect employee performance appraisal form. And with so many sorry examples of appraisal forms around,, conventional wisdom might almost seem correct.
It's not. There is an ideal model for the employee performance appraisal form. And getting the form right is essential to effective employee performance management, since the appraisal form is the lightning rod that not only attracts everyone's attention, but also focuses organizational energy on the issues of highest priority. An ideal form has five key components that cover 1.) organizational competencies, 2.) job competencies,, 3.)key responsibilities, 4.) goals and major projects and 5.) individual achievements and accomplishments.
Organizational & Job Competencies
The first two sections of the employee performance appraisal form focus on the "how" of the job, the way the individual goes about accomplishing his results. Here we identify and assess competencies - the behavioral elements of the job. To start, top management should identify a small number, usually about a half-dozen or so, of the competencies expected from every member of the organization, regardless of the individual's job or level in the company. Since they apply to all, these universal or organization-wide cultural competencies might include attributes such as:
��arning and Continuous Improvement
The other behavioral element of an employee performance appraisal assessed in a perfect form is job-specific competencies. The talents and skills required for success as a professional individual contributor like a programmer or accountant or engineer aren't identical to those needed for success in a leadership job.
In professionals' jobs, such skills as analytical thinking and achievement orientation might be indispensable, while in the leadership jobs greater emphasis might be placed on developing and retraining talent and people management and command skills. Of course there will be overlaps - technical skills and decision making are competencies important in both job families. But the ideal employee performance appraisal form will allow for the identification of those competencies that have a high correlation with job success in the specific position the employee holds. Safety is sure to be present on an appraisal form for an operator's position; relationship building better be assessed if the employee works in the sales department.
Organizational competencies and job-specific competencies are the first two elements of an exemplary employee performance appraisal form. That covers the HOW component of the job. Now let's look at the WHAT component - the results the person actually accomplishes. Again, there are two major components: Key job responsibilities and goals and major projects.
Key Job Responsibilities
The third element, key job responsibilities, represents the major aspects of an individual's job - the big rocks of the position that ideally would be listed in a well-written job description. Got obsolete job descriptions? No problem. Just provide space in this part of the employee performance appraisal form for the manager and employee to identify in simple verb/noun form the most important responsibilities or accountabilities of the job incumbent: Assess patients, assure customer satisfaction, train operators, develop marketing plans, sell shoes, etc.
Few jobs have more than a half-dozen key job responsibilities. If you come up with more, you're probably listing minor tasks and duties that are performed in order to accomplish a key responsibility.
Goals & Major Projects
Goals and major projects represent the other half of those elements that cover the results aspect of a job. Goals are big deals. They go well beyond the key job responsibilities listed in the position description; well beyond the predictable cheaper/faster/better expectations.
In truth, real goals are transformational - they are visionary and long-term. They transform the nature of the position itself. "Keeping the network up and running," for example, is a well-stated key job responsibility. In comparison, "Developing a system that eliminates network failures," is a formidable goal that will totally alter the nature of a network administrator's job.
Many people in an organization also take on special projects or assignments over the course of a year in addition to their specific job description duties. Too often their contributions are unheralded in their annual appraisal. The goals and major projects part of the form is also the place for the assessment and recognition of these contributions.
Achievements & Accomplishments
The final element of an ideal employee performance appraisal form is the one that research suggests is the most important: A brief enumeration of the individual's most important achievements and accomplishments. Ever since the original GE studies in the early 1950s, researchers confirm that growth and development result more from building on a person's unique strengths than from attempts to shore up deficiencies.
There's your perfect form: two sections that deal with organizational and job-specific competencies, two more that concentrate on key job responsibilities and goals,, and a final summary of the most important things the individual did to further the organization's mission, vision and values. When you've got those elements in your form, you've developed a perfect employee performance appraisal form.
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