Performance Appraisals

SCHEDULE

No schedule at the moment

If you have three or more candidates or you would like to run this course as an in-house programme, please contact us.

COURSE AIMS

Performance Management makes sure that the employee and the organisation are focused on the same priorities. It touches on the organisation itself by improving production and reducing waste. It helps the employee or individual set and meet their goals and improves the employee manager relationship. It is the key in keeping an organisation and employee aligned, which improves performance and productivity.

Learn the tools and techniques on how to conduct effective employee appraisals, give constructive feedback and carry out counseling sessions. Through various role plays and case studies, delegates will be provided with opportunities to develop a more productive and constructive employment relationship.

WHO WILL BENEFIT FROM THE COURSE?

Managers, Supervisors, HR or anyone who is responsible in performance management to ‘gear’ the employees in the right direction more accurately and efficiently.

WHAT WILL YOU GAIN FROM THIS COURSE?

  • Know how your job as a manager contributes to the overall growth and development of your team and yourself
  • Define performance management
  • Understand how performance management works and the tools to make it work
  • Learn the three phases of performance management and how to assess it
  • Discuss effective goal-setting
  • Learn how to give feedback on performance management
  • Identify Kolb’s Learning Cycle
  • Recognise the importance of motivation
  • Develop a performance journal and performance plan
  • Determine the main competencies required to hold successful performance meetings
  • Discover how to get employees off to a good start in the face-to-face meeting
  • Maintain healthy employee relations
  • Identify ‘pro-active’ action plans for employees
  • Explore how to support other people’s development
  • See things from other points of view
  • Uncover how to build confidence and morale

SAMPLE COURSE CONTENT

Below is an example of the course content. The content can be ‘tailored’ to meet the exact requirements of the client.

The Basics
  • What is Performance Management?
  • How Does Performance Management Work?
  • Three Phase Process
  • Assessments
  • Performance Reviews
Establishing Performance Goals
  • SMART Goal Setting
  • Monitoring Results
  • Strategic Planning
  • Job Analysis
Performance Management Difficulties
  • Dealing with Your Own and Other People’s Confidence and Morale
  • Dealing with Yours and Other People’s Feelings
  • Dealing with Difficult or Tricky People
  • Dealing with Other People’s Difficulties
  • Avoiding Escalating Problems
  • When Someone Disagrees with your Assessment
Conducting the Performance Evaluation
  • Relating to Your Employees Non-Verbally
  • Working with Personality Traits and Planning Outcomes
  • Encouraging People to Become More Flexible in their Roles
  • Persuading People to Want to Learn
  • Helping People to be Aware of Bad Habits and ‘Break Them’
  • Visualising for Success
  • Modelling High Flyers
  • Empowering People
  • Identifying Training and Development Needs
360 Degree Feedback
  • What is 360 Degree Feedback?
  • Traditional Performance Reviews
  • The Components
Giving Feedback
  • The Correct and Incorrect Use of ‘Praise’
  • Behaviour-Based Feedback
  • Giving Effective Feedback
  • Giving ‘Bad News’
  • Critical Feedback
  • How to Give Effective Feedback – the Golden Rules
Common Challenges during the Appraisal Process
  • Handling Disgruntled and Uncooperative Employee
  • Intimidation from the Employee
  • Inability to Justify the Grading – Lack of Evidence
  • Going Off Track from the Agenda for the Appraisal
Kolb’s Learning Cycle
  • Experience
  • Observation
  • Conceptualisation
  • Experimentation
Motivation
  • Key Factors
  • The Motivation Organisation
  • Identifying Personal Motivators
  • Evaluating and Adapting
The Performance Journal
  • Record Goals and Accomplishments
  • Linking with Your Employees or Managers
  • Implementing a Performance Coach
  • Keeping Track
Creating a Performance Plan
  • Desired Results
  • Prioritisation
  • Measure
  • Evaluation

METHODOLOGY OF TRAINING

The foundation of our training is anchored in activity-based experiential learning. This methodology takes into consideration different learning and communication styles, and more importantly language and cultural differences. It is through active participation that the adoption and application of theory is expedited.

Our training team pays careful attention to planning and designing effective instructional methods essential for the transfer of knowledge. It is the creative skill of our management trainers and consultants that reveal untapped skills of the delegates through:

  • Group discussion
  • Individual and syndicate activities
  • Individual and group tasks
  • Case studies
  • Role plays
  • Audio and video evaluation
  • Action planning
  • Experiential learning games
  • Presentations

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