The Performance Appraisal
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Upon completion of this program, participants will be able to:
Participants will be able to explore information on managing performance, performance measurement, poor performance, performance indicators, objective setting, SMART objectives, performance improvement, performance reviews, performance appraisal, feedback, self-appraisal and team appraisals.
Performance management is about creating a culture that encourages the continuous improvement of business processes and of individuals' skills, behavior and contributions.
Traditionally, performance appraisals were conducted annually to review past actions and behavior, assess the level of an individual's performance, and agree on further actions to improve performance and/or address development needs. Recent debate has highlighted several deficiencies in annual performance reviews
Because performance appraisal is usually carried out by line managers rather than HR professionals, it's important that they understand their role in managing performance and how performance appraisal contributes to the overall aims of performance management.
Globkaizen emphasizes the importance of a positive relationship between individuals and line managers. Thus, when implemented sensitively, the performance appraisal is an important vehicle in developing and maintaining this relationship.
This program is suitable for all personnel who are required to measure the performance of their subordinates through periodical performance appraisal.
- Psychometric Assessments
- Colored Brain Interactive Games/Role Plays
- Case Studies / DVDs
- Team Dynamics
- Relationship With Performance Management
- Role Of Line Managers
- Elements Of The Appraisal Process
- Competence And Competency Frameworks
- The Pygmalion Effect
- The Pike Syndrome
- The Need Sucking Syndrome
- The Bell Curve Vs. Glass Ceiling Syndrome
- Collating Information
- Preparing For The Appraisal Meeting
- Asking The Right Questions
- Listening Skills
- Giving Feedback
- HR Metrics / Tools