Staff development - Assignment Example

Staff development Affiliation: What are some differences between interviews used in selecting staff and interviews used in evaluating staff performances?Interviews are always different depending on the content and context of the interview. Interviews in selecting staff require different approach from interview in evaluating the performance of the staff. For selecting staff, the manager is getting to know the staff and trying to understand him or her while in evaluation of performance it is more about the performance of the staff than personal evaluation (Edenborough, 2007).

This therefore means that the questions in selecting staff interview will be geared towards trying to understand who the staff is, what their goals for the organization are and what input they will bring to the organization. In the evaluation, it is more about what they have done for the organization and whether it was I line with the goals, mission and vision of the organization or not. In evaluating staff performance, the manager should allow for the employee to discuss their self-evaluation, what their needs are as well as the differences in the current and previously carried out evaluations.

This allows bonding time and more communication as the interviewer and interviewee have interacted in the past hence an unstructured interview (Edenborough, 2007). In the staff selection interview, the manager takes all the charge and the staff is not allowed the open communication and personal input. This is necessary in order to create barriers and level of authority from the initial start with the employee. Managers that are too open may lead to employees that slack in performance, don’t take authority too seriously and hence leading to poor performance and manager-staff relationship in future.

ReferencesEdenborough, R. (2007). Assessment Methods in Recruitment, Selection & Performance: A Managers Guide to Psychometric Testing, Interviews and Assessment Centers. New York: Kogan Page Publishers.