Home

Amoco performance management

Amoco performance management

 

 

Amoco performance management

Amoco Performance Management
Skills Assessment


Company:

 

Years of Experience:

 0-3    4-6    7-10    10+

Location:

 

Type of Job:

 

Professional/Technical

 

 

 

 

 

Managerial

 

 

 

 

 

Administrative

Do you supervise others?

 

Yes

 

No

 

 

 

 

We are committed to providing additional training in 1990 and beyond to make Amoco Performance Management successful.  The skills assessment is designed to help you and us identify the training programs that will make Amoco Performance Management most useful to our employees.  Thank you for taking the time to complete it.

 

 

IMPORTANCE

TRAINING/DEVELOPMENT NEED

 

Very Important To Make Amoco Performance Management Work on
My Job

Not That Important To Make Amoco Performance Management Work on
My Job

Critical –
Do Training/
Development in 1990

Helpful --
Do Training/ Development in 1990
or Later

No Need
For Training/
Development

Check the appropriate box.

TRAINING/DEVELOPMENT AREAS

  1. Setting measurable objectives, including specific criteria, to help track performance

 

 

 

 

 

  1. Using and discussing roles and accountabilities to better understand basic job requirements and expectations.

 

 

 

 

 

  1. Providing coaching to promote employee development.

 

 

 

 

 

  1. Participating in coaching conversations to promote my development.

 

 

 

 

 

  1. Identifying and removing roadblocks to development.

 

 

 

 

 

  1. Resolving interpersonal conflicts to solve business problems.

 

 

 

 

 

  1. Discussing learning and growth, and finding opportunities for developmental activities.

 

 

 

 

 

  1. Being asked for suggestions and ideas about work problems and solutions.

 

 

 

 

 

  1. Freely offering my suggestions and ideas about work problems and solutions

 

 

 

 

 

  1. Seeing suggestions adapted and put into use

 

 

 

 

 

  1. Being confident in my abilities to direct my own work or work team.

 

 

 

 

 

  1. Having confidence expressed in my abilities to direct my own work or work team

 

 

 

 

 

  1. Seeking information about ways to do things better and solve problems.

 

 

 

 

 

  1. Being encouraged to express opinions and participate in decision-making.

 

 

 

 

 

  1. Understanding business plans as they impact my job responsibilities and work unit.

 

 

 

 

 

  1. Observing, identifying, and discussing performance dimensions.

 

 

 

 

 

  1. Writing and conducting clear and effective performance reviews.

 

 

 

 

 

  1. Using/participating in teams when they make sense for achieving business results. 

 

 

 

 

 

  1. Giving positive comments and timely reinforcement for others’ good performance.

 

 

 

 

 

  1. Receiving positive comments and timely reinforcement for my good performance.

 

 

 

 

 


Amoco Performance Management
Training Evaluation


Location of Training:

 

Company:

 

 

 

 

 

 

 

 

 

 

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

  1. The training accomplished its objective of thoroughly introducing Amoco Performance Management.

 

 

 

 

 

  1. If it is used fully, Amoco Performance Management will help me do my job better.

 

 

 

 

 

  1. I feel prepared to go back to my job and use Amoco Performance Management processes.

 

 

 

 

 

  1. The training content was clear and to the point.

 

 

 

 

 

  1. The learning activities (videos, group exercises, etc.) were useful in helping me understand the main discussion points.

 

 

 

 

 

  1. The instructors were enthusiastic about Amoco Performance Management and my efforts to learn it.

 

 

 

 

 

  1. The instructors accepted other peoples’ opinions and answered questions appropriately.

 

 

 

 

 

 

 

 

 

 

 

 

Please comment on Amoco Performance Management, the training content, or learning activities:

 

 

 

 

 

 

 

 

 

 

Source: http://www.indiana.edu/~jobtalk/Articles/perfapp/AmocoSkillsAssessment.doc

Web site to visit: http://www.indiana.edu/

Author of the text: indicated on the source document of the above text

If you are the author of the text above and you not agree to share your knowledge for teaching, research, scholarship (for fair use as indicated in the United States copyrigh low) please send us an e-mail and we will remove your text quickly. Fair use is a limitation and exception to the exclusive right granted by copyright law to the author of a creative work. In United States copyright law, fair use is a doctrine that permits limited use of copyrighted material without acquiring permission from the rights holders. Examples of fair use include commentary, search engines, criticism, news reporting, research, teaching, library archiving and scholarship. It provides for the legal, unlicensed citation or incorporation of copyrighted material in another author's work under a four-factor balancing test. (source: http://en.wikipedia.org/wiki/Fair_use)

The information of medicine and health contained in the site are of a general nature and purpose which is purely informative and for this reason may not replace in any case, the council of a doctor or a qualified entity legally to the profession.

 

Amoco performance management

 

The texts are the property of their respective authors and we thank them for giving us the opportunity to share for free to students, teachers and users of the Web their texts will used only for illustrative educational and scientific purposes only.

All the information in our site are given for nonprofit educational purposes

 

Amoco performance management

 

 

Topics and Home
Contacts
Term of use, cookies e privacy

 

Amoco performance management