Live Virtual Training (Most Popular!) > Performance Appraisal Management (Online Training)
The performance of organizations is among the top agendas in any management. But the appraisal of performance has become more of a disappointment, if not anger, to many employees, instead of a good tool to increase performance. This course is designed to develop the skills and understanding of the PA process.
Participants will learn how to:
Supervisors, officers, engineers, executives, managers, senior managers and top management, and others who need to appraise their staff.
This Live Online / Virtual Training session will be conducted via a Live Streaming Platform in which the trainer will use interactive lecture and slide presentation to cover the modules stated below.
Introduction to Performance Appraisal (PA)
– to understand the overall picture on PA
Reasons for PA
– to properly elaborate the reasons, and also why some companies don’t do this properly
Requirements for Successful PA
– what can cause PA system to be great, and what to avoid
Types & Roles of PA in Organizations
– participants would have a good understanding on the various types of PA, and the respective roles of PA systems
Typical mistakes of evaluators
– traps to avoid by the persons doing the evaluation, i.e. superior of someone
Common problems associated with PA
– what are the misunderstanding related to PA and discussions on issues companies commonly face
Goals of PA
– to properly align the PA so as to jive with whole performance system
Typical Responsibilities (PA) of the Human Resource Department
– understand and clarify the HR roles and responsibilities
Typical Managerial Roles
– understand and clarify roles of management
Reinforcement Theory
– how to use PA to reinforce behaviors
Defining what organisation expects & objective measurements (e.g. KPI):
– have good understanding on KPI, its objectivity and linkage to PA
Feedback skills:
– how to provide constructive feedback to enhance morale and motivation
Assessing target areas for improvement:
– to close the performance gap and to improve not just individual but department and organization
Structuring the appraisal session:
– how to set up the PA session appropriately
Conducive setting to encourage discussion:
– induce a 2-way communication between appraisor and appraisee
Identifying improvement needs:
– to come to agreement on what, when and the how of improvement, in other words, secure the agreement on development plan
Managing poor performance:
– how to confront issues constructively, including how to handle difficult situations
How to handle salary review:
– properly manage the sensitive issues of salary and financial incentives
4.5
Andrew has been a trainer and management consultant since 1991, specializing in the areas of Strategic Thinking, Leadership Transformation, Lean, QC Tools, VSM, 8D Problem Solving, performance management, productivity improvement, behavioral change, and Critical & Creative Thinking.
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