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"As a manager, you aren't truly successful unless your employees are as well. Helping them establish compelling, actionable performance goals is the first and most important step, and "2600 Phrases for Setting Effective Performance Goals" is there to lend a hand. A natural follow-up to the bestselling "2600 Phrases for Effective Performance Reviews", this quick-reference guide provides readers with ready-to-use performance goals organized by the characteristics and core competencies used most often in the appraisal process. From attendance and attitude to teamwork and time management, managers will find the language they need to inspire exceptional results. The book also includes wording tailored to many of the most common positions in sales and marketing, accounting and finance, HR, IT, legal, manufacturing, operations, and more. Comprehensive and organized for ease of use, this book enables managers to lay the groundwork necessary for phenomenal achievement on the part of their people."

"No managerial or administrative task is as universally dreaded as the performance review. Supervisors may know the points they need to get across, but putting them on paper is another matter. This book puts the the right words at their fingertips, with ready-to-use phrases and words, action items, and descriptions that managers, supervisors, and HR professionals can use to evaluate performance, prepare development plans, and address performance problems."

"Understanding the principles of Human Performance Improvement (HPI) is no longer optional knowledge for training professionals. Training is simply one intervention that mayor may not solve a performance issue. This issue provides an overview of the HPI process by describing the roles linked with HPI and details the core competencies needed to join the HPI movement. Inside you'll find charts on the HPI process model, cause analysis, and types of interventions, along with HPI processes, roles, and skills."

"All managers want to hold their employees accountable for results, but few know how. Moving beyond the far-from-ideal annual performance review -- which only evaluates what has already occurred, and not what the manager wants to achieve -- Keeping Employees Accountable for Results contains checklists, how-tos, and other tools to manage performance on an ongoing basis. The book gives busy managers quick, step-by-step advice on: * Setting expectations * Monitoring progress * Giving feedback * Following through Light on theory and heavy on practical application, Keeping Employees Accountable for Results gives time-pressed managers the proven, practical information they need to help their people accomplish more."

"Todays global economy forces every successful organization to focus on high performance including the training function. Are you ready for this challenge? This issue will show you new ways to approach training with an emphasis on performance. It explains how to help your organization make the transition from a training mindset to one of performance, and contrasts the roles of the traditional trainer with that of a performance consultant. In addition, you will learn the four key principles that will allow you to link training to performance goal linkage, business and customer focus, systems thinking, and process measurement."

"Why is that some people consistently seem to get more done than others? The answer is that they know how to set specific, achievable goals for themselves...and then follow through on them. This revised, updated edition of "Goal Setting" features worksheets, quizzes, and other practical tools, showing readers how to set a goal, make a plan, and acquire the resources necessary to achieve their objective. Achieving goals takes hard work and discipline. This expanded edition of "Goal Setting" gives readers the tools and techniques to accomplish anything they set their minds to."

"Organizational success depends on the continuous improvement of staff performance at al levels. People constitute the real competitive advantage in business and industries of all types. Enhancing the performance of your people and ultimately your organization depends on the continuous improvement of staff at all levels. An effective Performance Management system is essential to help employees perform at their best and align their contributions with the goals, values, and initiatives of the organization. Performance Management presents managers and supervisors with a clear model they can follow to plan, monitor, analyze, and maintain a satisfying process of performance improvement for their staff. Designed for readers to apply what they are learning to their current job responsibilities, this book offers exercises and assessments to determine your readiness to implement performance management. It also illustrates strategies for developing the crucial communication skills of coaching, problem solving, and giving feedback while teaching methods for linking organization and personal goals. By demystifying the role of performance management techniques, Performance Management provides the knowledge and tools to design and implement a workable system that benefits the organization and inspires employees to manage their own performance. This is an ebook version of the AMA Self-Study course. If you want to take the course for credit you need to either purchase a hard copy of the course through amaselfstudy."

"Tesis ini menguji model yang berkaitan dengan burnout, counterproductive work behavior, job involvement, dan organizational identification terhadap work performance dalam konteks pengemudi ojek online. Penelitian ini bersifat kuantitif yang menggunakan metode survei dengan menyebarkan kuesioner yang berisi sejumlah pertanyaan tertutup terhadap 261 responden. Penulis menggunakan SPSS 23 untuk menganalisis data demografi responden dan menggunakan LISREL 8.7 untuk menguji model penelitian. Penelitian ini menunjukkan burnout berpengaruh positif signifikan terhadap counterproductive work behavior, counterproductive work behavior berpengaruh negatif tidak signifikan terhadap work performance, job involvement memiliki signifikansi positif terhadap organizational identification, dan organizational identification memiliki pengaruh positif yang signifikan terhadap work performance.

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The objective of this research is to examine model that is related to burnout, counterproductive work behavior, job involvement, and organizational identification toward work performance in the context of online motorcycle taxi drivers. This research is quantitative study using a survey method by distributing questionnaires containing a number of enclosed questions to 261 respondents. The author utilize IBM SPSS 23 to analyze the demographic data of respondents and utilize LISREL 8.7 to examine the research model. This research shows that burnout has a significant positive influence on counterproductive work behavior, counterproductive work behavior has a non- significant negative influence on work performance, job involvement has a significant positive influence on organizational identification, and organizational identification has a significant positive influence on work performance."

"Let?s face it, dealing with customers isn?t easy. They aren?t always right?or even pleasant?but knowing the right words to use can make all the difference. Powerful Phrases for Effective Customer Service shares over 700 phrases and scripts that have been proven time and again to defuse even the most difficult interactions. Covering 30 challenging customer behaviors and 20 tough employee-caused situations, this indispensible reference makes it easy for readers to assess the circumstances, find the appropriate response, and confidently deliver satisfaction to every customer. In addition, readers will learn how to incorporate language into their daily routine that communicates welcome, courtesy, rapport, enthusiasm, assurance, regret, empathy, and appreciation. Every chapter includes helpful Do This! sample scenarios that bring the phrases to life as well as Why This Works sections that provide detailed explanations.Practical and insightful, Powerful Phrases for Effective Customer Service ensures that employees will never again be at a loss for words when dealing with customers."

"Memiliki sumber daya manusia yang berkualitas merupakan suatu hal yang diinginkan oleh setiap perusahaan. Hal tersebut merupakan keunggulan kompetitif yang perlu dimiliki oleh perusahaan agar dapat bersaing dengan perusahaan yang lainnya. Salah satu cara untuk mendapatkan sumber daya manusia yang berkualitas adalah dengan memiliki pegawai-pegawai yang merasa engaged dengan pekerjaannya. Seorang pegawai yang engaged, akan memiliki kinerja yang baik selama bekerja berdasarkan penelitian-penelitian terdahulu, dan pegawai yang berkinerja baik adalah pegawai yang diinginkan perusahaan. Penelitian ini bertujuan untuk memperoleh dan menganalisis pengaruh dari work engagement terhadap kinerja pegawai pada salah satu perusahaan pertambangan di Indonesia. Metode yang digunakan dalam pengolahan data adalah metode structural equation modeling (SEM), dimana dari metode tersebut, diperoleh hubungan antar variabel dalam model penelitian, hubungan apa sajakah yang signifikan, serta seberapa signifikan hubungan tersebut.Hasil penelitian menunjukkan bahwa work engagement memiliki hubungan yang signifikan dengan kinerja pegawai, dimana semakin tinggi engagement pegawai, maka semakin baik kinerja pegawai. Work engagement juga dipengaruhi oleh job resources seperti autonomy, developmental opportunities, dan social support dimana pengaruh yang paling signifikan diberikan oleh developmental opportunities. Oleh karena itu, berdasarkan hasil penelitian ini, dapat disimpulkan bahwa work engagement memiliki hubungan yang signifikan dengan kinerja pegawai pada perusahaan, serta perusahaan perlu berfokus untuk meningkatkan developmental opportunities pegawai agar tingkat engagement pegawai dapat meningkat, yang dapat mengakibatkan meningkatnya kinerja pegawai tersebut.

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Having qualified human resources is something that is wanted by every company. It is a competitive advantage that every company needs to keep it competitive with other companies. One way to get qualified human resources is by having employees that feels engaged with their job. An engaged employee, they will perform better when working based on previous studies, and employees that have good performance are the employees that is wanted by companies. This study aims to obtain and analyze the effect of work engagement on employee performance at one of mining company in Indonesia. The method that is used in processing the data is structural equation modeling (SEM) method, in which from that method, the relationships between variables in study model, which relationships are significant, and how significant the relationships were obtained.

Study results shows that work engagement have a significant relationship with employee performance, in which the higher the engagement level of an employee, the better the performance of that employee. Work engagement is also affected by job resources such as autonomy, developmental opportunities, and social support, in which the most significant effect are given by developmental opportunities. Therefore, based on the study results, it can be concluded that work engagement have significant relationship with employee performance in the company, and the company needs to focus on increasing employee?s developmental opportunities so that the engagement level of employees will increase, in which it will make the employee to perform better."