Appraisal

Staff Performance Appraisal Workshop

The objectives of the course:
- Locate performance appraisal within performance management structure
- Determine the objectives of performance appraisal
- Illustrate the organisational individual and subsystems benefits of performance appraisal
- Explain at least three appraisals systems
- Evaluate the effective ness of individual appraisal systems
- Conduct an appraisal interview
- Implement a 360 degree appraisal programme
- Customise, through a synthesis of existing systems, and an appropriate appraisal scheme that takes account of their unique cultural setting
- Address some of the short coming s of traditional appraisal systems
- Demonstrate their ability to avert the halo and thorny effects in appraisal

The content of the course:
- A definition
- Objectives of performance appraisal
- Why some managers are afraid to appraise
- Performance and the halo effect
- Performance appraisal and the thorny effect
- Organisational benefits and performance appraisal
- Individual benefits of performance appraisal
- Subsystem benefits of performance appraisal
- The appraisal cycle
- Systematising performance appraisal
- Some problems with performance appraisal
- Punitive aspects of performance appraisal
- Some popular appraisal systems
- Graphic rating scales
- Ranking
- Paired comparison
- Self appraisal
- Critical incident
- Management by objectives (mbo)
- 360 degree appraisal
- The appraisal setting

This intensive 2 day course is aimed at managers, supervisors, human resource officers and those who are responsible for and conduct performance appraisals. Delegates learn how to devise the competency framework for the appraisal based on a job analysis, how to design appraisal forms and questions, and how to avoid appraisals which are ultimately meaningless due to endorsement of middle responses, poor reliability and lack of validity. Effective appraisal interviewing and feedback to appraisees is also covered.

This intensive 2 day course is aimed at managers, supervisors, human resource officers and those who are responsible for and conduct performance appraisals. Delegates learn how to devise the competency framework for the appraisal based on a job analysis, how to design appraisal forms and questions, and how to avoid appraisals which are ultimately meaningless due to endorsement of middle responses, poor reliability and lack of validity. Effective appraisal interviewing and feedback to appraisees is also covered.

This two-day course is aimed at managers, supervisors and those who are responsible for and conduct performance appraisals. Delegates learn how to devise the competency framework for the appraisal based on a job analysis, how to design appraisal forms and questions, and how to avoid appraisals which are ultimately meaningless due to endorsement of middle responses. Effective appraisal interviewing and feedback to appraisees is also covered.

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