6-1 COM 213 Speech Outline (7)
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School
Southern New Hampshire University *
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Course
COM-213
Subject
Communications
Date
Apr 3, 2024
Type
docx
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2
Uploaded by Darkmaster1939
COM 213 Speech Outline Template
Use this template to plan the organization and content of your speech. Replace the bracketed text with your responses. You may use bullet points unless otherwise noted. Planning
Speech Topic: Perform evaluation processes.
General Purpose Statement:
To inform employers about the importance of performance evaluation processes and how they are helpful to those wanting to succeed in the workplace. Audience Information:
Employees, people who are seeking employment, want others to know how to feels to be recognized for their hard work etc. Audience Considerations: Different job roles and challenges that come along with evaluations.
Introduction
Attention Getter: To succeed in the work place we must know our strengths and weaknesses. If we stay stuck in the same mindset, we will never explore other opportunities. Statement of Credibility
: As someone who has lack of communication from managers in the past, I know how important it is to let others know where they are succeeding, failing and what needs improvement.
Relevance Statement: Performing evaluation processes does not only help the managers, but helps the employees understand their position in the company and where to make changes at. Thesis Statement: Performance evaluation processes are a necessity in the workplace, to be given constructive criticism builds healthy relationships among peers. Body
Write the body of your speech. Make sure to support all points and sub points with evidence, explanations, and citations and use complete sentences
. Main Point One: What
is a performance evaluation? What is it defined as?
Sub-point: A performance evaluation is "defined as a formal and productive procedure to measure an employee's work and results based on their job responsibilities." (Bhat,2018)
Sub-point: 5 steps to perform an evaluation and going in more detail about each step. 1.
Develop an evaluation form 2.
Identify performance measures 3.
Set guidelines for feedback 4.
Create disciplinary and termination procedures
5.
Set an evaluation schedule
Transition: After stating its definition of a performance evaluation and its steps on how to demonstrate I will explain why it is important and what outcomes it has on employees. Main Point Two:
The importance of Performance evaluations.
Sub-point: Emphasizing the importance of performance evaluations, starting off with a quote "
The performance review is a crucial part of the ongoing dialogue between managers and employees (Performance Reviews | MIT Humans Resources, n.d.)".
Subpoint: What accomplishments can performance evaluations lead to? How can employees benefit from these evaluations?
Transition: Lastly, performance evaluations lead to higher roles in the company. Having to learn skills such as leadership. Main Point Three:
What effects can leadership have on an employee? Sub-point: Bringing new employees to the company to expand the name of business.
Sub-point: Becoming entrepreneurs, opening new businesses, and hiring employees to work for them. Conclusion
Statement of Closure: In conclusion, performance evaluations processes are just as important in a work setting. If we want our employees to succeed its critical to be told what’s been to be improved and strengthened improve to progress to the next level. Recap of Thesis/Main Points: We have discussed some research and theories on how performance evaluation processes can help not only the work setting and the people employed in the facility as well as. References
Bhat, A. (2019, September 6). Performance Evaluation - Definition, Method, Survey and Example. QuestionPro. https://www.questionpro.com/blog/performance-evaluation/
Performance Reviews | MIT Human Resources. (n.d.). Hr.mit.edu. https://hr.mit.edu/performance/reviews#:~:text=The%20performance%20review%20is%20a
Capko, J. (2003). 5 Steps to a Performance Evaluation System. Family Practice Management, 10(3), 43–
48. https://www.aafp.org/pubs/fpm/issues/2003/0300/p43.html
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