Jan 2017

Effective Employee Appraisal & Performance Review Masterclass for Senior Managers and HR Practitioners

Course Information

Start Date23 Jan 2017, Monday
End Date24 Jan 2017, Tuesday
Time09:00 am
Venue11 Cavenagh Road, Holiday Inn Orchard City Centre Hotel Singapore
FeeS$ 1580 | S$948 (After PIC Grant of 40%) Inclusive of 2 coffee breaks, light refreshments and buffet lunch
Contact6720 3333
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LIVE Stream

Appraising Performance Appraisal: The Impossibility of doing away with performance evaluation

Employee appraisals serve as the primary tool for employees to have clarity and visibility of how their performance contributes to the overall business goals. One of the most significant benefits of appraisal is that it offers an opportunity for a supervisor and subordinate to have “time out” for a one-on-one discussion of important work issues that might not otherwise be addressed due to the busy workload. Performance appraisal is more than just evaluating staff performance; it is an important HR process to ensure its employees continue to deliver the best performance.

Whilst Appraisal and Performance Management will remain a significant element of measuring progress of employees in most organisations, just how effective and relevant they are today as they were in the past?

The inherent flaws in Performance Evaluation

The reality is the traditional performance appraisal as practised in the majority of organisations today is fundamentally flawed, outdated and incongruent with the current values-based, vision-driven and collaborative work environments. Despite the many impressive advantages of employee appraisal system, there has been a tsunami of interest among HR managers in recent years to revamp, redesign or eliminate the performance appraisal process.

Benefits of an Effective Performance Appraisal System
An effective performance appraisal will motivate employees, retain staff, encourage employees to develop, and achieve outstanding performance in an organization. Hence, managing and conducting the performance appraisal is essential to delivering the performance. If conducted properly, both supervisors and staff will benefit from the appraisal. These conversations will also ensure that bonds with the employees grow from strength to strength and they remain energised and fulfilled.
An Organizational Psychology Approach to Developing an Effective Appraisal and Performance Management System

As a manager, one of our toughest but most important responsibilities is to evaluate an employee’s performance, providing honest feedback and offer constructive solution to help them improve without hurting or affecting their morale or self-esteem. To have an effective performance appraisal process that will motivate, retain and develop staff; manager or supervisors who have to do appraisal must see the process as a total system to be effective.

A 2 Day Masterclass by Organizational Coach, Ms Eileen Seah (Master of Orgn Psychology, City Uni of New York)

Let Organizational Coach, Ms Eileen Seah, shares with you a concise, hands-on guide to an effective performance appraisal process. Filled with step-by-step instructions, examples, do-and-don’t bullet lists, sample dialogues, and suggested scripts which you will be able to effectively handle staff appraisal activity from setting goals and defining job responsibilities to evaluating performance quality and discussing the performance evaluation face-to-face.

Key Takeaways

This highly practical Masterclass will equip you with the critical skills and confidence to conduct normally “dreaded” Employee Performance Appraisals/Reviews, with positive results in aligning organizational goal, improving employee morale and enhancing job competence.

  • Overview of newer hybrid models as well as traditional ones for performance management.
  • A step-by-step approach to managing performance
  • Techniques for setting and aligning meaningful goals
  • Templates to support the appraisal process
  • The different feedback mechanisms and facilitating the feedback session
  • How do I explain my rating to employees whom are not meeting expectations and provide remedy actions
  • How do I deliver bad news and constructive feedbacks?
  • Preventive measures to overcome varying types of biases in evaluation and final assessment
  • Essential wordings to include in the final appraisal reports
  • An awareness of different coaching styles to facilitates continuous performance improvement, organization development and culture change.
  • Effective communication tactics for leading the difficult conversations
  • Enhancing clarity regarding work expectations and standards, reducing anxiety/stress and conflict.
  • Mitigation actions for special cases eg. Functional reports, indirect reports, high potentials, future successes and low performers.
Who Will Benefit Most

Whether you’re a manger seeking to improve employee appraisals and staff feedback or a concerned business owner seeking to improve the quality and effectiveness of the appraisal process, this highly practical Masterclass will provide the tools you need to save time and energy while presenting fair and accurate evaluations that foster employee growth, loyalty and succession planning, making the entire process easier, faster, and more productive for you “and” your staff.

  • Managers, supervisors, senior government officers, HR Professionals.
  • HR practitioners, business consultants and business leaders who are involved in people management.
  • HOD, team leaders, managers or anyone who is or will be managing teams or individuals.
  • Business Owners, Consultants, Executive Coaches, Trainers seeking the latest knowledge and trends in Organizational Psychology

“Eileen is both knowledgeable and sincere in helping others to succeed. I strongly recommend managers to listen with an open mind as I have personally benefitted from her counsel in my career journey”
Jamie Lee, Integration Sourcing Manager, Australia New Zealand Bank Ltd. 

“I never knew something so simple can be so powerful and Eileen has helped me to stay focused on what I can change”
Michael Ang, Customer Experience Improvement Manager, DBS Singapore.

Organizational Psychologist, Ms Eileen Seah (Master of Industrial and Organizational Psychology, The City University of New York)

Eileen is an Organisational Psychologist with a unique mix of HR and business skills and have personally coached hundreds of professionals in career transition by instilling and inculcating positive psychology throughout each journey.

She started her career at the Ministry of Defence as part of campus hire and moved to join a local bank as a Graduate Trainee, prior to leading Customer Service, Operations, Tactical Marketing, Learning & Talent Development teams in Asia for MNCs such as SITA and Thomson Reuters. Eileen enjoys connecting with people. In addition to the MSc, she holds an MBA, a Bachelor of Computer Science degree, a post-graduate diploma in Marketing and is a certified facilitator across different Talent Development programs and tools.

Key Highlights

Session 1 Strategic Review of Performance Management.  

  • Introduction to Performance Management
  • Motivational Theory,
  • Linking performance to Rewards & Recognition

Session 2:  Focus and Goal setting. 

  • Understanding types of goals
  • Determining WIGs
  • Aligning individual goals to group performance at team, division and company levels
  • Applying SMART criteria
  • Launching the communication plan

Session 3:  Designing and Aligning Appraisal to Organizational Goals

  • Identifying key performance indicators of a top, average and low performer
  • Listing sources of key performance data, frequency and usability
  • Linking to Corporate Values
  • Describing results and applying tiers

Session 4: Models, Ratings, and Calibration.  

  • Understanding the outliers, bell curve and top performers
  • Review of absolute ratings, scales and behavioural measurements
  • Linking results to rewards and recognition

Session 5:  Building Effective Communication and Coaching skills.  

  • Origins of performance coaching
  • Other types of coaching styles and when to use
  • Attributes of an effective performance Coach
  • Essential Listening & Questioning skills
  • Ethical coaching guidelines
  • Case examples and role plays

Session 6:  Engaging in Difficult but Crucial Conversation.  

  • Understanding the role of the Appraiser, the Appraised and HR
  • Threading the Fine line between “constructive” and “criticism” Review
  • Hybrid versus Traditional Models of performance management
  • Communicating the results
  • Minding the cognitive bias
  • Mitigate biases in decision making
  • Case examples and role plays

Session 7: The People Developers  .

  • Characteristics of successful people developers
  • Identifying sources of opportunities for development
  • Deploying the Time-based approach
  • Adopting the Skill-based 3E approach
  • Applying the Learning Pyramid approach
  • Case examples and role plays

Session 8: Role Play and Handling Unique Situations

  • Functional reports
  • indirect reports,
  • Difficult employees
  • Vendors & Partners
  • Case examples and role plays