Siemens

2.E: Performance appraisalTo measure the effectiveness of its cookery and development, Siemens uses an appraisalsystem, cognise as a Performance Management process (The quantify 100, 2009).Employees and their line managers agree objectives at the beginning of a stance and progress is then monitored formally and informally throughout the placement. This helpsto cerebrate everyone on the developing needs of the business. Annually, the results form the basis of a cater dialogue where the employees manager reviews the progress towardsthe objectives that turn in been set(Siemens AG, 2009).. Feedback is discussed with theemployee and any development needs argon captured in narrate to decide appropriatetraining. Together, new objectives for the following year ahead are set. In some instances,appraisals are linked to pay reviews. In these cases, pay rises depend on employeesmeeting or exceeding their objectives(Siemens AG, 2009
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SIEMENS TRAINING AND DEVELOPMENT
1. Identify four benefits to Siemens of its in-depth training and development of workers.
Shadowing: involves the employee working alongside a young man or manager, watching them to learn what to do.




Mentoring: the trainee discusses problems and how to solve them with a to a greater extent experienced mentor or tutor.
Coaching: where the trainee does the job with rise and guidance from a more experienced member of staff or coach.
Job rotation: where employees have the luck to move into different departments for a short time and arrest new skills in each. This broadens their skills across different business activities.

2. pardon how an appraisal system can help to motivate employees.

there are several benefits for Siemens in using appraisal. It can

contain that all training is being used well and for the outmatch interests of the company
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