5.00(3)

Performance Management & Appraisal

Description

If you want to effectively manage the performance of your employees, then this is course for you! Performance Management introduces you to working with employees to align their goals with your companies goals. In this course you’ll learn how to coach for performance, how to have constructive conversations with employees and how to support employees development, and you’ll learn how to do it in a way that’s both informative and engaging!

This course is also full of examples and activities that allow you to practice what you are learning.

Learning Performance Management will benefit you professionally as you gain skills and acquire tools that will enable you to support your team! This is an important skill for managers to have in order to create a successful workplace environment.

Performance Management can be challenging and complex. To navigate this maze you need to have systematic action plans, develop specific competencies and implement structured assessments, and that is exactly what you will learn to do in this course!

What Will I Learn?

  • Introduction to Performance Management
  • The Context and Business Case for Performance Management
  • Strategic and Integrated Performance Management
  • The Importance of Establishing a Culture of High Performance
  • The Principles and Building Blocks of Effective Performance Management
  • The Role of HR and Leaders within Performance Management
  • Motivational Theories, Models and their Role in Performance Management
  • The Psychological Contract in Practice
  • Performance Management: Setting Performance Objectives
  • What are the performance objectives?
  • Key Elements of Performance Objectives – SMART
  • The Importance of Agreeing to Objectives
  • Quantitative and Qualitative Objectives
  • Developing SMARTMaC Objectives
  • Setting Objectives
  • Achieving Holistic Organization Integration – Vertical, Horizontal and Functional
  • Performance Management: Key Performance Indicators (KPIs)
  • What are KPIs?
  • Significance of Performance Objectives and KPIs
  • Developing the Best KPIs for Your Organization
  • Designing KPIs that Matter
  • The Value of the Balanced Scorecard (BSC)
  • The Purpose of Employee Appraisal
  • Managing Challenges with the Employee Appraisal
  • Performance Management: Managing Performance
  • Monitoring Employee Performance with Ongoing Review
  • Addressing the Performance Gap – Proven Approaches to Solving Performance Problems
  • Managing a Performance Problem
  • Improving Attendance at Work – Resolving Absences and Sick Absences
  • Agreeing with the Performance Appraisal Rating
  • Performance Appraisal and the Link to Rewards and Recognition
  • Benchmarked Performance Appraisal Methods
  • Impact of Positive and Constructive Feedback and Coaching
  • Optimal Feedback Models to Provide Constructive and Developmental Feedback
  • Impact of Giving and Receiving Useful Feedback
  • Coaching for Effective Performance
  • Continuing Professional Development: Personal Development Planning (PDP)
  • Review, Summary and Final Evaluation

Topics for this course

29 Lessons72h

Introduction to Performance Management?

Performance management is a system designed to identify the ways to achieve organizational goals through constant assessment and feedback leading to improvement of employee performance. It also makes strong use of goal-setting and metrics to identify progress and areas of individual strengths.
Introduction to Performance Management
Video Session
1

What is Performance Management & Performance Appraisal?

Definition of Performance Management & Performance Appraisal

THE DIFFERENCE BETWEEN PERFORMANCE MANAGEMENT AND PERFORMANCE APPRAISAL?

Performance management is the process of identifying, measuring, managing, and developing the performance of the human resources in an organization. Performance appraisal, on the other hand, is the ongoing process of evaluating employee performance.

Who’s Involved? What Are Their Needs??

Performance management has evolved in recent years. Many organizations have moved from traditional models—rooted in the annual review—to more modern approaches. Discussing performance in real time has many benefits, but just changing the cadence isn’t enough.

Supervisor Motivation?

If the organization links performance appraisal to compensation, most employees will expect a raise as a result of a positive review.

Performance Management Goals?

Goal-setting is crucial for all organizations. Not only do goals define what your version of success looks like, but they also provide direction for your day-to-day operations, and align resources with priorities. Absent a set of clear goals, your organization is operating without purpose.

HR’s Role in Performance Management?

Human resource department plays an important role in designing and implementing performance appraisals. Infact, the HR team acts as mediator between the functional heads or reviewing authorities and the employee. It is the human resource team's responsibility to ensure a smooth implementation of the appraisal process.

Performance Management Process?

The performance management process is a collaborative, communication-based process where employees and management work together to plan, monitor and review the employee's objectives, long-term goals, job trajectory and comprehensive contribution to the company

Performance Assessment and Appraisal?

A performance appraisal, also referred to as a performance review, performance evaluation, development discussion, or employee appraisal is a method by which the job performance of an employee is documented and evaluated.

Performance Appraisal Methods?

The employee performance appraisal process is crucial for organizations to boost employee productivity and improve their outcomes. Performance appraisals are an annual process where an employee’s performance and productivity is evaluated against a predetermined set of objectives. • There are a variety of appraisal methods available to organizations. The method selected by the organization should fit well with the organization’s goals and be appropriate to the job being appraised. Some organizations use different methods for different positions. Regardless of the system used, regular communication and feedback from managers are more important than the method used. • Graphic rating scale. • Ranking method. • Forced distribution method. • Critical incident method. • Essay method. • BARS–behaviorally anchored rating scale. • MBO–management by objectives.    

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About the instructor

5.00 (8 ratings)

29 Courses

16 students

Student Feedback

5.0

Total 3 Ratings

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So impactful and useful, and well details of Managing performance and how to apply it through the techniques,thank you center for learning

Well details course and useful video session. Great understanding of modern performance mgt techniques. I am greatful for attending this course. Well done CFL

Very Useful and informative, particularly for somebody like me who has no experience of managing performance

20,000

Target Audience

  • Anyone who wants to learn how to effectively manage an individual or team's performance
  • Anyone looking to boost engagement and their work culture
  • Anyone looking to become a stronger leader