Workshop Overview : Appraisal and Performance Management
Introduction
I was taken aback when my Director, Debby Hoag, asked me to fill up my review myself! It was in the year 1994 in the US and happened to be my 4th encounter with the annual appraisal process. I was taken aback because until then with my earlier Indian employers, part of my annual appraisal process, I was used to be given a salary hike followed by a few nice words about what I did well, and interestingly it happened in that order as well! Sounds a bit out of practice isn’t it? Similarly, John a peer manager to me, had a tough time figuring out what should he “fill-up” in the “Training and Developmental Needs” section of the appraisal review form for his team members. Well, in the first case what was normal for Debbie, wasn’t for me in 1994 and in the second case, what John was used in his earlier company was not the same when he joined our organization. Surely, there is a gap and it continues to be there for the right reasons as the appraisal practices continue to evolve, while the research continues on the best fit versus best practices HR models. When we talk to employees, employers and HR executives, we always come across new revelations in the appraisal process. Some share it as a matter of joy, some as a reason to be concerned about while others believe in system (experts) and are indifferent about the changes in the appraisal process. Nonetheless, Appraisal has become the most critical tool for the employer and the employees to make key strategic decisions.
Objectives
Participation on this workshop will help to acquire necessary knowledge, sharpen appraisal management skills and foster an objective attitude in writing reviews. This two day workshop will enable participants to:
Appreciate the Performance Culture- CultureAnalyze the Performance Evaluation Process
- Know enough to promote and manage the performance evaluation process
- Develop skills to define roles and accurately plan for resources
- Learn to appropriately weigh in different review parameters
- Become knowledgeable in effectively leveraging appraisal process to develop talents
- Become a partner to the HR Department and reduce mutual burden
- Provide input to improve appraisal process in your organization.
Session Flow
- 01. INTRODUCTION TO THE NEED FOR APPRAISAL - ALL EYES ARE ON THE RESULT :
- What are Organizations evaluated on and why?
- Achieving organizational targets through every single employee contribution.
- Organizations have one common culture i.e. Performance Culture
- 01. PRE-REQUISITES TO APPRAISAL - OPTIMAL PERFORMANCE CONCEPT :
- The concept of People, Process and Technology a balanced triangle
- Performance degradation due to unclear Role definition (in the PPT model)
- Analyze too tight and too loose role definitions
- 01. QUANTIFICATION OF APPRAISAL - GOALS FOR ROLES & ROLES FOR GOALS :
- SMART Goals, KPAs and Organizational KPIs
- Goal assignment to the Roles
- What comes first – Role or the Goal?
- Evaluate your understanding of your goal.
- 01. WHAT’S COMMON IN AN APPRAISAL TEMPLATE :
- What is achieved in full and or in part?
- How was it achieved?
- Should anything else matter?
- How serious are you about mentoring system?
- 01. RELATION BETWEEN APPRAISAL AND OTHER PERFORMANCE EVALUATIONS :
- How subjective is objective evaluation and how comprehensive it is?
- Role of Surveys
- Why rounds of interviews before promotion?
- 01. PERFORMANCE EVALAUTION PROCESS :
- Who seems to have the maximum burden?
- What are the haves and have-nots in a good performance evaluation process?
- Why normalization of performance evaluation score?
- What’s new?
- 01. CLOSING THE LOOP; GETTING THE FEEDBACK :
- Role of feedback in achieving the ultimate objective of the appraisal process
- How should the feedback process work and your role in it.
- Impact on you if the feedback process is injected in the evaluation process.
- 01. ROOM FOR IMPROVEMENT :
- What is happening in the world of performance evaluation?
- Define your near term and long term performance goals.
Curriculum
But I must explain to you how all this mistaken idea of denouncing pleasure and praising pain was born and I will give you a complete account of the system, and expound the actual teachings of the great explorer of the truth, the master-builder of human happiness.
Section 01 : Introduction
Section 02 : Title will be here
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Lecture 1 : Welcome to the Courses
PreviewDuration: 2 hour
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Lecture 2 : Course Introduction and Manual
PreviewDuration: 3 hour
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Lecture 3 : Expound the actual
PreviewDuration: 4 hour
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Lecture 4 : How all explain to you mistak
PreviewDuration: 5 hour
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Lecture 4 : Prasing pain was born.
PreviewDuration: 7 hour
Ethan Rios
Web Designer
There are many variations of passages of Lorem Ipsum available, but the majority have suffalteration in some form, by injected humour, or randomised words which don't look even slightly believable. Iargoing to use a passage of Lorem Ipsum, you need to be sure there isn't
Alan Carlson
UX Designer
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Ethan Rios
6 months ago
But I must explain to you how all this mistaken idea of denouncing pleasure praising pain w born and I will give you a complete account of the system,
Alan Roberts
7 months ago
But I must explain to you how all this mistaken idea of denouncing pleasure praising pain w born and I will give you a complete account of the system,
Daniel Rice
8 months ago
But I must explain to you how all this mistaken idea of denouncing pleasure praising pain w born and I will give you a complete account of the system,