Professional Certificate in Effective Performance Management and Appraisal
Course Information
Start Date | |
End Date | 05 May 2024, Sun |
Time | 9.00am to 5.00pm |
Mode | |
Fee | SGD 1,200.00 (excluding GST) |
Contact | Rina | 6720 3333 | training.aventis@gmail.com |
Register Now | |
Get In-House Quotation |
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is the traditional performance appraisal as practised in the majority of organisations today is fundamentally flawed, outdated and incongruent with the current values-based, vision-driven and collaborative work environments.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.
Let our Organizational Coach 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.