How to Conduct Effective Performance Appraisal Discussion (HRM108)

Only managers and supervisors with well-developed performance appraisal and coaching skills can successfully lead employees to greater productivity. Skilled appraisers understand that sustained superior performance is achieved not by means of control, but through regular coaching – coaching that recognizes and reinforces positive employee performance, helps employees come to recognize problem areas in their performance that they cannot see on their own and empowers them to improve in those areas. This is so with performance appraisal meetings. If an employee has accomplished everything that was expected, has done it well, and is in agreement with the manager/supervisor on a final rating for his/her overall performance, conducting such a performance appraisal meeting is a real pleasure. However, if an employee has not done everything as expected, has performed below standard in one or more key areas, and does not agree with the manager/supervisor on his/her overall rating, conducting a performance appraisal meeting is an unwanted, distasteful task that most managers/supervisors do their best to avoid.   

Purpose

All Reporting Officers (RO s) are required to equip themselves with appropriate coaching /performance appraisal skills to enable them to conduct performance appraisal meetings effectively.

Objectives

Upon completion of the course, participants will have acquired the following:

► An understanding of the principles and objectives of performance appraisal within the performance appraisal system.
► Assessed his/her performance appraisal skills.
► Identify their strengths and areas for improvement in specific skills needed to conduct performance appraisal meetings effectively.
► The scope of performance appraisal.
► Establishing SMART goals to measure the employee’s performance
► Issues and difficulties in setting smart goals.
► How to conduct regular reviews and the annual performance appraisal.
► The tips for communicating the annual performance appraisal.
► The roles and responsibilities of the appraiser.
► Learn and be able to apply Performance Appraisal Model.
► The relevant performance appraisal skills.
        • Questioning skills ---Open / closed / probing,
        • Paraphrasing, summarizing
        • Listening skills
        • Feedback skills
        • Handling Excuses
        • Overcoming defensiveness
        • Concluding the appraisal meeting and follow up action.

Outline

► Introduction to workshop
► Understanding the management performance appraisal system.
        • What is performance appraisal?
        • The objectives of performance appraisal and its importance.
        • The scope of performance appraisal.
        • Roles of appraisal / counter signing officers.
        • How to set smart goals.
        • Issues and difficulties in assessing performance.
        • Tips for communication during the performance appraisal session.
        • What and how of periodic performance reviews.
► Self-assessment: Performance Appraisal Skills Inventory (Form A) and its interpretation
► Performance Appraisal Model:
► The 6 Step process of conducting Performance Appraisal:
        • Building a relationship of mutual trust
        • Opening the meeting
        • Identifying and exploring accomplishments and concerns
        • Developing an improvement plan
        • Evaluating and rating employee performance
        • Overcoming defensiveness ( to be used anytime during the meeting )
► Role – play: application of performance appraisal skills
► Self-assessment: Performance Appraisal Skills Inventory (Form B)
► Action Planning for improvement of performance appraisal skills.
► Summary of learning points.

Methodology

This is a very interactive course and every one is expected to work in small groups and participate in AT LEAST 2 role-plays. Each one will be required to make a ‘pre-course’ self-assessment of his/her skills and compare to a norm and after learning the content/the role –plays each one will complete a ‘post-course’ self-assessment and compare the results. Each one will make an action plan for improvement.  

Target Audience

Human resource executives, executives and line managers / senior managers.

Date

8-9 March; 2-3 July & 5-6 Nov

Duration

2 days (9am-5pm)

Venue

SHRI @ The Verge, 2 Serangoon Road, Level 6, Singapore 218227

Click here for the map of the venue >>

Registration Form

 
Upon receiving your registration, we will send you a confirmation email, TWO WEEKS before the start of the workshop to inform you if it is a confirmed run or will be cancelled (due to low participant rate).

Funding Schemes

SDF funding is available for SMEs ($2/ hour) only. Company-sponsored candidates must log on to www.skillsconnect.gov.sg to apply for SDF subsidy.

Fees

All fees quoted exclude 7% GST. *Non-nominees

For further information, please contact Mr Subbu / Ms Mars via phone (65) 6438 0012, fax (65) 6299 4864, or email subbu@shri.org.sg / mars@shri.org.sg

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