Employee appraisal

Target

  • designing and implementing a performance appraisal system
  • learning the cycle of employee appraisal and gaining the skill of influencing the cycle
  • learning to use employee appraisal criteria
  • adjusting performance appraisal system to own organization needs
  • preparing and performing appraisal conversations
  • effective and motivating feedback for employees

 

Program

Employee appraisal and performance appraisal system are important and very useful tools of managing the most important resource of every enterprise – people. Working out and implementing a performance appraisal system is a sequence of actions which plenty of people are involved in. Properly performed workers’ efficiency and effectiveness evaluation act important role in the scope of motivation and communication. It is also a great source of information about employees, job positions, and mutual relations. Performance appraisal system, because of its significant organizational importance, allows to overview the human resources of an organization thanks to evaluation of knowledge and skills of each employee. It also allows to create individual employee development programs – paths of professional development, allows to create promotion system, prepare employees to be promoted, prepare the strategy of awarding and punishing.

1. Performance appraisal system as a tool to manage people

  • employee appraisal – theory or reality? Distinguishing between informal and formal appraisal
  • appraisal benefits for: those who are being appraised, those who perform it, and an organization
  • performance appraisal system in an enterprise – how to create and implement

2. Principles and procedures of a performance appraisal system

  • goals and principles of the system that is being implemented
  • system stages – individuals responsible, schedule
  • implementation procedure

3. Criterion-based evaluation

  • sources of information needed for proper evaluation
  • reliable evaluation – the significance of systematic and various data collection
  • methods of avoiding evaluation errors
  • presenting evaluation sheets
  • evaluation principles based on existing evaluation sheet
  • filling the sheet in practical exercises
  • describing evaluation errors and correcting the most common ones – case study

4. Introduction to performance appraisal conversation

  • communication as a dialogue – learning the art of asking various questions
  • other useful techniques (paraphrasing, summarizing, defending one’s point of view, etc.)

5. Performing effective performance appraisal conversation

  • possibilities to develop skills of an adult person
  • methods of knowledge, skills, and attitude development
  • development possibilities in enterprises – a list of possibilities
  • manager as a development advisor – principles of performing this part of appraisal conversation
  • most common tough situations to occur during appraisal conversations from the point of view of both the one who is being evaluated and the one who is evaluating
  • psychological and procedural ways to deal with tough situations

Methods of the course performing

  • Stimulating methods (brainstorm, case study, snowball sampling, simulation games, debate, round table method, psychological game);
  • Various method of working – in teams, individually, altogether;
  • Additional multimedia materials (films, presentations).
  • Ask us for CI ProLearning methodology.

Requirements

This course is addressed to:

Professionals responsible for implementing performance appraisal system, HR departments specialists, and managers.

Coach

Certified Trainer

Participants of our courses receive

  • analysis of training needs
  • training sample within basic offer (on customer’s demand)
  • an organized course and trainer assistance
  • teaching materials
  • individual computer post for each of the course participants
  • catering during brakes (coffee, tea, biscuits)
  • lunch (vegetarian or traditional meals – smorgasbord)
  • certificate of the course completion
  • free consultancies with the instructor up to two weeks after the end of the course
  • tests before and after the course to asses participants knowledge (on customer’s request)

Additional remarks

In order to perform the course for the offered price, there must be a group of 8 participants created.
There is a possibility to organize a customized courses in groups. Contact us for more details!

Agenda

08:45- 09:00 – Morning coffee

09:00 – Start of the course

09.00 – 10.30 – Classes

10:30 – 11.00 – 1st coffee brake

11.00 – 12.30 – Classes

12.30 – 13.15 – Lunch

13:15 – 14.45 – Classes

14:45 – 15:15 – 2nd coffee brake

15:15 – 17.00 – Classes

17.00 – Finish

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Customer reviews

"”PRKIK recommends Centrum Innowacji ProLearning as a professional business partner. The training centre organized IT courses in which our employees participated. The course MS 6425-…"

Przedsiębiorstwo Robót Kolejowych i Inżynieryjnych S.A.

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"„An employee of Uniwersytet Medyczny im. Piastów Śląskich we Wrocławiu participated in MS6425 nad MS6419 courses. We have a basis to recommend Centrum Innowacji ProLearning as a…"

Uniwersytet Medyczny im. Piastów Śląskich we Wrocławiu

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"„Particiaption of our employees in te course „Complaints and conflict situations handling” contributed to the growth of our products sells and the knowledge gained and applied by our…"

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