Performance Management Vs Appraisal 01-08/03/2021

Performance Management Vs Appraisal


Scope and Purpose

➔ How to develop effective Job performance management system and how to Integrate it with the business performance management system.

➔ How carefully choose effective appraisal systems that satisfy your organization needs (cultural and size) and reduce the subjectivity.

➔ How to develop a culture of coaching and counseling in your organization and enhance the role it.

➔ Train your managers and your employees on how to use the appraisal system and how to avoid the induvial bias.

Delivery Method

➔ The training is an interactive classroom training.

➔ It is a practical learning experience where the participants are engaged through an array of learning methods including:

  • Case Studies.
  • Group Discussions.
  • Group & Individual Exercise.
  • Intensive Workshop by using Templates, Diagrams & Charts.
  • Planning Activities.
  • Presentations.

➔ The role of the trainer is meant to facilitate the learning process, stimulate participants’ thinking and extract their best practices and augment their self-learning.

Summary of Content

➔ Performance Management

  • What does Job Performance mean?
  • What are the types of performance management systems in the organization, how to use and the benefits of each system?
  • Job performance management system
  • Business performance management system
  • Using the strategy mapping / balance scorecard for the alignment of Job performance management system with organization business performance management system

➔ Job Performance Management process

  • Planning (setting effective performance standards)
  • Types of objectives (Results, behaviors, competencies, mind-set)
  • Nature of the objectives (quantitative vs qualitative)
  • How to develop a weightage for each objective
  • Monitoring (Eliminating Obstacle or Updating Objectives, Reinforcing Effective Behaviors, Feedback, Counseling, and Coaching,)
  • Reinforcement of effective behavior model
  • Appraisal process (Job analysis, establishing performance standards, establishing performance standards, Communicate the standards, compare actual with the desired performance, Review meeting “discussing the results, Decision taking)

➔ Why we need Performance appraisal? The importance of it? Who can evaluate the performance of employees? And what is the benefits of having different evaluator?

  • Peers?
  • Committee?
  • Self-rating?
  • Subordinates?
  • Subordinates?

Methods of Performance Appraisal, how can we use each method and the pros and cons of each method?

  • Comparison methods
  • Graphic rating scale
  • Management by objectives
  • Critical incidents
  • Forced distribution
  • 360-degree feedback

Appraisal potential errors and how can we avoid it or minimize it in our organization?

  • Measurement Error:
  • Criterion contamination
  • Deficiency
  • Unclear performance standards
  • Rater Error
  • Leniency o Primacy o Regency
  • Harshness
  • Halo effect
  • Central tendency
  • Contrast error
  • stereotype

➔  Coaching Vs Mentoring (difference and importance)

➔ Performance review meeting process (Line manager and employee roles and responsibilities)

  • Preparation
  • Open up
  • Face up
  • Agree for future