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Performance reviews are done once a year at the end of the calendar year; in addition to that, on a quarterly basis there will be an informal review of the performance.
The purpose of the performance review is to establish what happened in the last year, and to review the gaps and needs of the employee, and most importantly to plan for the future. At the end of the appraisal, the action plan should be agreed upon jointly, with clear timelines. Last year’s appraisal: This is an important document that you can request from the Human Resources department in order to judge the performance of that employee last year and set the next year’s objectives. Job description: The job description can also help in identifying the key performance indicators for your staff. Performance management is a very important strategy to manage the organization, and for the continuity of business. Performance management is owned and driven by line managers, and it measures people’s performance, it also helps in managing the employees by defining the process for a shared understanding, also it is a great development tool to develop employees both for short term goals and long term goals, and this helps the business in identifying potential successors, as well as knowing the who really needs what training. In order to get the results that are expected of the employee, the objective setting has to be clear, the objectives have to be clearly mentioned, and the purpose of the objective has to be clear for the employee, and most importantly a time line has to be clearly mentioned, both for the objective itself, and for the review of the objective mentioned.
Informal performance reviews: Typically, a performance appraisal is done once a year, but it is always healthy to do an informal review with the employee on a quarterly basis, this helps both the employee and the line manager to follow up on the objectives set in the beginning of the year, also, it helps in having no surprises when the employee comes for the official performance review at the end of the year.
As it shows, at the base of the pyramid there are the basic needs, and as they are satisfied, they stop being primary and the next needs above it becomes the primary one, and so on and so on. Reinforcement Theory: This is quite a simple theory, where the positive actions are rewarded and the negative actions are punished.
Rewards are a key point of the performance management, taking the above two theories in consideration, when an employee does a positive action they are to be rewarded with one of their needs to continue on the positive actions.
Commission: This usually fits more the sales and marketing departments in any organization, this component is widely used and is one of the best motivators to increase revenue, as the employees will get as much as they sell. Service Awards: This component is one of the strategy to fight the war against retention, the more the employees stay the greater value reward they will get. Bonuses: Usually it depends on the company’s performance, and it helps in giving the company a great push in becoming a preferred employer. Company Stocks: When a company is publicly traded in the stock market a reward option can be to give the employees stocks for superior performance to get them to continue their contribution. The Human Resources department sets the policies and procedures and makes sure that they are all followed accordingly. Manpower Planning & Recruitment section understands the business needs and plans the required manpower on yearly basis and through their networking they supply the company with all the required talent throughout the year. Learning & Development section is closely engaged with the company, performing a yearly TNA (Training Needs Analysis) after performing the yearly appraisal and always target the actual needs of improvements in the employees. Learning & Development have an open line of communication with the line managers and are always consulted regarding Training programs. Payroll & Employee Relations section is always providing the Line Managers with the attendance reports. Manpower Planning & Recruitment supports the line managers in filling in any and all the vacant positions in the organization within the allotted time mentioned in the KPI.
Payroll & Employee Relations section’s doors are always open, receiving employees requests whether it is letter requests, or assistance with government documents and this especially beneficiary for the expatriate staff. Compensation & Benefits review the salary structure, grading structure, job descriptions, on a yearly basis, this ensures fair treatment of all employees and ensures that the company is always offering competitive packages in the market.
To offer a role model and advice: A senior manager in an organization is usually looked up at by the fresh managers, it is a good opportunity to make those senior manager as role models and give their advice to the fresh employees.
The mentee also has to keep discussions to the highest confidentiality level and has to know and believe that the mentor is going to respect the confidentiality and will not share any information without prior permission. The mentor has to make the time for the mentee and has to respect the agreed upon time and comes on time. One mentor can actually mentor a larger number of mentees from different parts of the world.
High Potential Employees: High potential employees are the best group to target, because the organization wants them to grow, and this method will also get them engaged with the organization. Leadership development programs: Stepping into leadership can be overwhelming to some employees, so that is why mentoring can be useful in this situation. Succession Planning: Similar to the above point, some might be overwhelmed accepting new challenges. Big Ego Mentors: When the mentor has a big ego it is extremely inadvisable, because the mentor will focus on showing off more, rather than developing the mentee. Disengaged staff: If the staff is unwilling participants, it might as well be a time-wasting activity. Coaching is an extremely important and helpful tool, and it is necessary to be implemented in an organization correctly.
Using GROW can identify the actual issues an individual is facing; it also sets a clear picture for the end result, and also examines the actual options and the implementation of the options. The GROW module is a very simple and effective way, where the Goal is defined, specific and agreed upon, the goal also has to be measurable and realistic for the individual to achieve.
OSKAR is another valuable coaching tool; the positive aspect of this tool is the scaling of the situation, and checking to see if the coachee has the necessary tools and knowledge to achieve the said target. The OSKAR module is another simple and useful tool, where the Outcome is defined, specific and agreed upon, the goal also has to be measurable and realistic for the individual to achieve.
Beginning with external coaching to coach line managers and staff, and this will help in building the trust to the coaching culture. Training line managers on becoming coaches for the staff is a good way of getting a positive buy-in from them. Previously I have talked about “Training, What Does It Really Do To The Employee And The Company?”, now I will go into some details about the safety training, *NOTE* I am far from being an expert in this field, but I used to handle this type of training (coordination), but I will mention how it can affect an organization. Safety training is sometimes conceived as a waste of time, and that is a HUGE mistake, and I believe it depends on its drivers, if it is coming from top to bottom, and the top understands and clearly sets the measures of success alongside the safety it will affect positively on the entire organization, but if that didn’t happen, catastrophic consequences can be expected. Safety training can be delivered through the same ways mentioned before for any type of training, but where safety training differs is what happens next.
Safety moments are 3-7 Minutes at the beginning of ANY type of meeting, training, official gathering in a company, the subject should be something relevant to safety and current events, for example during raining season, the subjects usually focus on safety driving in rainy conditions. Any and all employees should always report any Near Miss and hazards to the safety department, the more information and details the better knowledge can be shared through the organization, also a picture is worth a thousand words.
Here comes the responsibility and the accountability of the safety department, it should ALWAYS act upon the reports, because not acting upon these reports will lead to employee disengagement. This also can be conceived as a waste of time, but the message it sends is very strong, of course all top-level management should be there and should always push all their available staff to attend. Any and all jobs can and should be performed safely, a very good method of ensuring the safety of the job is to a have a clear procedure on how to perform said job safely, these procedures should always be tailored to the job, and should always be modified for the better to ensure the safety of the people and equipment. These investigation are after the fact, after an incident happens, this step MUST occur, this helps in finding out how the incident happened, what was the cause, and how to prevent it from happening again. Behavior or behaviour is the range of actions and mannerisms made by organisms, systems, or artificial entities in conjunction with their environment, which includes the other systems or organisms around as well as the physical environment. A skill is a behavior or ability a person develops through training or experience, and while all personal skills are behaviors, not all behaviors are skills.
This training offers a wealth of resources and tools that enlighten the mind to see the importance of powerful thoughts in shaping and receiving better results. In addition, they are viewed on yearly basis to ensure suitability, and best practices are always followed.
In addition, the Manpower Planning and Recruitment team are the face of the company during career fairs and any related exhibitions, where they meet and greet potential candidates, engage the potential candidates with the company and its products and services. In addition, they are managing the Induction program for all newly joined employees and handles the Talent Management Program (TMP) for the Hi-Potential and star employees, where they are nurtured and well-trained to be our future leaders in their respective departments thus implementing the best practice in succession management. In addition, during the appraisal the learning and development section plays a key role in coaching the line managers on how to perform an appropriate appraisal for all the employees in the company. Also, they are there to guide line managers if and when they need a disciplinary action towards an employee. Also, they are always assisting employees if and when they have any grievances, investigating their validity and guiding them through the proper channels. The main focus in a mentoring relationship is on potentiality and enhancing capabilities, unlike coaching, the agenda is set by the mentee and the mentor can push some advice and feedback.
Then the after looking at the destination, the current location has to be defined, this is where the Reality comes in play, the coach should acquire as much details about the current situation as possible.



Then after looking at the destination, the current location has to be defined, this is where the Scaling comes to play, and where is the coachee right now in relation to the defined goal. When I first saw this I have to be honest I thought it was redundant, but as time went, it got harder to find new topics, and the more I searched, the more I educated myself in safety habits.
This meeting should include all staff (operation & administration), and should focus on the safety targets set by the management  also, it should commend and appreciate any and all employees that show effort in holding said targets. It is the response of the system or organism to various stimuli or inputs, whether internal or external, conscious or subconscious, overt or covert, and voluntary or involuntary. Soft skills complement hard skills which are the occupational requirements of a job and many other activities. Learn language secrets that bring powerful thoughts and ideas together to allow you to become a powerful communicator—increasing your influence and potential to do more. In addition, they offer the support to the newly joined employees in explaining the policies and procedures. Afterwards the coach needs to look at all the possible options, and then even with the options; the coach needs to explore the possible outcomes from those options, and whether they are good options or bad options. With this authority employees feel safe to report any and all unsafe acts, and keep all their co-workers safe.
Soft skills are personal attributes that enhance an individual’s interactions, job performance and career prospects. Some suggest that soft skill stands for the soft communication skills, are skills that does involve enhancement of your capacity as an individual on certain aspects of your work.
Finally, it is time for the Will and that is by setting commitments from the coachee, the coach is supposed to get very specific information on all commitments, including the time frame for them. Afterwards they should agree upon an Action plan that the coachee is going to do whereas before it has to be very specific and includes the time frame.
The graduation will bring together hundreds of students, parents, professionals and leaders from the state of Ohio and national leaders in education.A Invited dignitaries include Ohio Governor John Kasich, Columbus Mayor Michael Coleman, Columbus Schools Superintendent Dr.
Finally the coach will Review the current action plan with the coachee, also they should review the previous plans made and how was the action plan made successful. It has been suggested that in a number of professions, soft skills may be more important over the long-term than occupational skills.
Gene Harris; Westerville Schools Superintendent Dan Good, Southwestern Schools Superintendent Bill Wise, Governors Director of Minority Affairs Lynn Stevens, representatives from the Ohio State University, Ohio University, Columbus State, Denison University, Capital University, Franklin University, Ohio Department of Education, and other county, state and state officials. The legal profession is one example where the ability to deal with people effectively and politely, more than their mere occupational skills, can determine the professional success of a lawyer.
Somali community leaders and educators including the first African man to receive a PhD from Princeton University and former Ministers will be honored at the event.A In addition to financial scholarships by the Law Office of Russell Flickinger, Presidential Service Awards will be conferred on members of the Somali-American community in recognition of their contributions to the community.
Yamamoto, Ambassador Principal Deputy Assistant Secretary, Bureau of African Affairs Donald Yamamoto's prior assignments included serving as the U.5. He also served as Deputy Assistant Secretary of State in the Bureau of African Affairs from 2003 to 2006, where he was responsible for coordinating U. Ambassador to the Republic of Djibouti from 2000 to 2003 and was the Deputy Director for East African Affairs from 1998 to 2000.Ambassador Yamamoto entered the Foreign Service in 1980.
He attended the National War College in 1996 for senior training and received a Congressional Fellowship in 1991.Ambassador Yamamoto is a graduate of Columbia College and did graduate studies at Columbia University, receiving a Master's degree in International Affairs. If you pass the turn-off ramp, you will enter onto the freeway and will have to get off at the next exit and backtrack. Somalia needs to be united or the ongoing problems will simply be exacerbated, said Abdinur Mohamud, a consultant for the Ohio Department of Education.There has to be a solution that brings all those territories together so regions and communities can function at the local level, said Mohamud, a member of the organizing committee.
Global Leadership Coalition.Somalia has been in a state of violence and conflict for over two decades now, Jibril Mohamed, president and chief executive officer of the Northland-based Somali Community Access Network, said last week. Many attempts were made to bring together the sides that were fighting for power in Somalia. State Department, was invited to be one of the speakers but will not be able to attend, according to Mohamed. But as we do with any policy we look at the situation on the ground and make determinations on when and whether we need to make adjustments to that policy. It is going to be a painstaking process to move things forward in a positive direction.Malac was invited to give the keynote address last night at the conference, which will conclude today. Somalis many thousands of whom live in Columbus have an important role to play in determining policy.We understand that having a connection to them is something we need to do to ensure that we have that flow of ideas or an understanding what the impact of what our policies might be, she said, adding that violence is a major concern among Somalis. They take every opportunity to try to get that message to us to put pressure on us to keep doing something.Mohamed said he was one of two Somalis invited to attend a 2010 forum at the White House, where the president unveiled his administrations strategy in Somalia.
Scripps School of Journalism Statehouse News Bureau.A ****************************************************************************************************************************************************Ohio conference discusses Somalia future, problemsJan. Issues discussed include the national roadmap, piracy, humanitarian crisis, frontline state military interventions, Diaspora remittance challenges and community development issues. Engagement in Somalia: DualTrack Policy Aims and Implications * Debunking the Roadmap: A Tool for Statehood or Death-knell for Disintegration?
His remarks will provide an overview of Americas role in supporting humanitarian, development, and security assistance in Somalia.
Ambassador James Swan has served as the United States Special Representative for Somalia since August 2011. He has served with the State Department since 1988 in Djibouti, Democratic Republic of the Congo, Republic of Congo, Cameroon, Haiti, and Nicaragua, as well as Deputy Assistant Secretary of State for African Affairs (2006-2008). Somalis in America are not only active contributors to their newly adopted communities, but also continue to follow, and more importantly, influence developments in Somalia. So it was a priority for me to engage in a dialogue and learn from the Somalia diaspora in the first few months of my new assignment as the U.S. They see heart-breaking news coverage of malnourished Somali children, read about bright young college students murdered by suicide bombers, or hear reports of wide-scale corruption and say that Somalia cannot be helped.
The problems Somalia faces today, the critics say, are the same problems it has faced for twenty years. Interests in Somalia The answer is simple: Americas national interests require robust engagement with Somalia. As a compassionate society, the United States has an interest in addressing the acute humanitarian needs of our fellow human beings in Somalia. As part of our global commitment to advancing democratic values and improved governance, we have an interest in promoting political reforms that allow Somalis to be represented by leaders who will govern for the benefit of the people and the development of the country.
The combination of instability and poor governance threatens not only the Somali people, but the security of our regional partners in the Horn of Africa and beyond. These factors have led to the most serious piracy problem in the world on key international trade routes. They have also created a dangerous terrorist organization al Shabaab that wantonly attacks innocent civilians and African peacekeepers, has conducted terrorist attacks against Somalias neighbors, and has actively recruited American citizens.A For all these reasons humanitarian, democracy and governance, and cold-eyed security concerns America is committed to helping Somalia regain stability and security. While Somalia faces enormous challenges, it also has, to quote President Obama, enormous support from the people of the United States.A A Vision for Success in Somalia We are committed to working with Somalis and the international community to help develop indigenous, long term solutions to the countrys ongoing problems. America, as President Obama also said, wants Somalia to succeed.A Success means that Somalis facing drought and famine are helped to survive the current crisis and are given the long-term tools to better withstand future droughts. Success means that Somalia is free from totalitarian terrorist groups like al Shabaab, which is responsible for many lost and shattered lives not only in Somalia, but in Kenya and Uganda, through its terror attacks and through its policy of banning humanitarian assistance.
Success means that Somalis can turn to their government for the basic services that we take for granted in America. It means that humanitarian and development assistance goes where it is needed and not into the pockets of corrupt officials or the armories of warlords and terrorists. And success means that the Somali people get to decide what form of government and constitution they will have. Poll after poll shows that the Somali people want self-determination, even if they are unclear exactly how that democracy should look. Our role is to support the Somali people as they arrive at these decisions.A The Current Humanitarian CrisisLet me turn first to the current humanitarian crisis, which has been so much in the headlines in recent months. Nutritional data released by the Food and Agriculture Organization in early September spoke of 4 million people in need of assistance in Somalia alone, with more than three times that number at risk elsewhere in the region.A To address the immediate crisis, the United States has provided over $750 million to meet ongoing and urgent humanitarian needs in the region. Our dollars and diplomatic leverage are also being used to provide protection and assistance for Somali refugees in Kenya, Ethiopia, and Djibouti.A While America is the largest donor of humanitarian assistance to the Horn of Africa But, we are not alone.
European partners, Turkey, Gulf Cooperation Council countries, China, Japan, and many others have all responded to Somalias urgent need.
Together, we have met nearly 80 percent of the $1 billion UN Consolidated Appeal for Humanitarian Assistance for Somalia, the highest percentage reached of any appeal in the world today.


In addition to aid from governments, there have been significant contributions from private citizens and NGOs from around the world. In many respects, our core humanitarian challenge is not only to continue to mobilize the necessary resources, but also to ensure that all donors and implementing agencies are coordinating their response for maximum efficiency and effect.The areas worst affected by the famine are not coincidentally those where the extremist group al-Shabaab is most influential. Though assistance is beginning to reach these areas, coverage is uneven and continues to be impeded by al-Shabab in many places. We call on al-Shabaab to remove urgently all remaining obstacles to aid delivery in areas where they are present.
Although humanitarian access is far better in areas of Transitional Federal Government presence, we believe this could be further improved through efforts to establish more effective TFG aid-coordination systems and address the problem of small armed bands that control entry to some Internally Displaced Persons (IDP) sites.
The TFG should make areas it controls a model of effective aid delivery.A There is also something that you can do.
You may be surprised to know that more than 54% of Americans have no idea there is even a crisis in the Horn of Africa region. Today we are asking that 13.3 million people, the same number of people impacted by the crisis, take action to raise awareness for the Horn of Africa. Dual Track Policy after One YearBeyond the immediate crisis, our primary vehicle for advancing broader U.S.
Under Dual Track, our diplomatic engagement and development assistance for Somalia is steadily increasing. These funds support a vast array of programs, across the entire country, that address security, peace and reconciliation, conflict mitigation, good governance, justice, democracy, education, economic growth, private sector competitiveness, health, water sanitation, food security, nutrition, and protection for vulnerable peoples.A Track one of the Dual Track policy reaffirms Americas continuing support for making the Transitional Federal Institutions more effective, more inclusive, and better able to provide services to the Somali people. Track One is consistent with our support for the Transitional Charter and Djibouti Peace Process.
Track one also reaffirms our continued support for the African Union Mission in Somalia (AMISOM) peacekeepers who defend those institutions.A The Second Track of Dual Track broadens our engagement with regional and local administrations, civil society groups, and communities across the country that share the same goal of defeating al-Shabaab and bringing peace and stability back to Somalia. In reality, the Second Track announced last year codified efforts that were already underway to expand outreach to communities and organizations that were creating pockets of stability and improved governance. Key administrations and organizations we engage under Dual Track include Somaliland, Puntland, Galmuduug, Ahlu Sunna wal Jamaa, other local administrations, and civil society groups.A The past year has seen important progress on both tracks of Dual Track. On Track One, the Transitional Federal Government and AMISOM have succeeded in retaking ninety-eight percent of Mogadishu from al-Shabaab. This is a significant accomplishment in the security arena and one that has led to increased humanitarian access in newly liberated parts of the city.
Mogadishu has been the scene of the fiercest battles in the country as al Shabaab struggled to keep its grip on the city that remains the economic heart of the country and has historically been its political epicenter as well. While al Shabaab has lost territory and support over the past year, it remains a very dangerous organization within Somalia and our support to the Somali forces and the Ugandan and Burundian troops deployed alongside them in Mogadishu will continue.
The United States supports the Somali National forces with stipends, training, and equipment, and has also provided the lion's share of equipment and training for the AMISOM troop-contributing countries ever since their first deployment in 2007.A On the second track, we have increased outreach and support to key regional administrations and local governments across the country that are providing stability and services and countering al-Shabaab. Somaliland, for example, emerged from a successful presidential transition last year, a process the United States supported with over $700,000 in assistance. Having clearly progressed on democratization, the Somaliland administration has also successfully attracted new investment. That is why the United States more than doubled its assistance to Somaliland under Dual Track, going from about $8 million in 2009 to more than $20 million in 2010. This funds programs focused on local government administration and planning, education, community development initiatives, and economic growth.A We plan to extend the same type of Track Two community development assistance programs to Puntland, Galmuduug, and accessible areas of Gedo Region in the coming months. Even in Mogadishu, our quick impact community-focused projects are channeled through the Benadir Administration in order to reinforce local ownership and keep the projects close to the people.A We know Dual Track also has its critics. Some claim the policy has undercut the influence of the Transitional Federal Government, but this ignores our continued support to both the TFG and AMISOM. There are those who claim Dual Track further Balkanizes Somalia, pointing to opportunists who quickly self-declared newly independent states states that often represent little more than a hastily-posted website in a foreign capital.A The Second Track is in no way an open-ended commitment to assist any regional entity. We are focused on looking for opportunities to help political structures that enjoy real legitimacy with their constituents and have a record of building pockets of stability within Somalia and responding to the people. We want to help Somalis living in such communities, even while Somalis as a whole decide what sort of relationship they want between their central and regional governments.
When it comes to recognizing new African states, America follows the African Union lead -- and the African Union supports a single Somali state.A On both tracks, we will continue to provide training to local authorities and targeted Transitional Federal Institutions to promote credibility and confidence in the peace process.
This includes funding activities to support constitutional and democratization processes across the country. It also includes training, often with the expertise of Somali diaspora like yourselves, to promote government transparency and responsiveness.
A great recent example includes a member of the diaspora who returned to work with the TFG.
He identified $1 million dollars in lost assets, funds which belonged to the defunct Somali national airlines that were sitting unused in banks, and restored these assets the national budget.A Road Map Let me turn now to the national political process. If Somali political leaders want to garner credibility with the Somali, they must capitalize on the improving security environment to make significant progress in both the political and governance realm.A Many Somalis still express a deep skepticism about the Transitional Federal Institutions ability or willingness to govern in a representative, responsive and accountable manner. Much of their frustration comes from the perception that the Transition Federal process begun in 2004, which was supposed to provide the constitutional, electoral and parliamentary foundation for a new Somalia, has become hopelessly stalled. In the eyes of many of their constituents, the political leadership in Mogadishu has become complacent with the status quo, and the benefits it affords those in power, rather than committed to progress that will help the average Somali.A On September 6, however, these Somali leaders created a unique opportunity to change that perception. On that day, Somali leaders from the Transitional Federal Government, the regional administrations of Puntland and Galmuduug, and the Ahlu Sunna Wal Jamaa movement signed the Roadmap for Ending the Transition in Somalia. The terrible suffering of the Somali people, particularly during the current famine, underscores that the signatories must make rapid progress toward representative and effective governance that can meet the basic needs of all Somalis.
We will continue to support the efforts of those who strive to achieve its goals and bring stability back to Somalia.
Equally, we will work with our regional and international partners to hold accountable those Somali officials who obstruct progress.A Final ThoughtsFor all the challenges Somalia continues to face, we have seen positive though still fragile results from the efforts that we and our Somali, African, and international partners have expended.
This years humanitarian response has been massive, and now needs follow-through and improved coordination to ensure the necessary effect.
In the security arena, momentum has shifted from al-Shabaab to the TFG and AMISOM -- although al-Shabaab still remains dangerously capable of asymmetric attacks. Politically, the Roadmap offers a positive vision for the end of the transition and also the prospect of convergence between the national government and regional entities, but it needs strong direction by Somali political leaders and active regional and international engagement to keep it on track.
He wants the United States to provide more humanitarian support to help stabilize the country.
We need an American action immediately, said Issa, who is a village council member in Urbancrest. That includes $175 million to Somalia.A Swan said the transition period for the government must end if the many needs of the Somali people are to be properly addressed. Yesterday, I led a community roundtable in each city, home to the two largest Somali diaspora communities in the United States.
The UN has declared famine in two regions of southern Somalia where humanitarian access has been limited by Al Shabaab. USG is urgently supporting partnersto provide food, health, water and sanitation assistance wherever they can access communities desperate for help.I was also able to listen and learn from this dynamic community. Somali Americans are a vital lifeline of supportfor their communities and families throughout Somalia. I heard from dozens of community leaders who have mobilized their friends and neighbors to raise money for the drought through car washes, bake sales and fund drives.
A young woman in Minneapolis, choking back tears, described her Facebook page where she is raising money for drought relief and posting stories of families struggling to survive. As I heard from Jibril Mohamed in Columbus, In 1992 I was a boy who fled the conflict and drought of southern Somalia and did the same long walk to the border that families are doing now.
The Somali American community is a critical partner in identifying ways to help save lives. We need urgently to ensure life-saving assistance reaches people now and are committed to doing so.



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