Overview
Individual performance appraisal is one tool that can be used to manage the performance of individuals. However, unless clearly linked to corporate goals and seen as part of an effective managers’ responsibilities, a performance management system can be no more than a paper exercise. Traditional appraisals appear to have no links to corporate performance or even results. Attend this workshop to learn how to increase the effectiveness of performance appraisals. It will also highlight critical issues that need to be considered when implementing or introducing changes in your system. This workshop will be highly interactive involving a variety of learning techniques including mini lectures, role-plays, group discussions and individual self assessment. While this workshop is appropriate for anyone implementing an appraisal process, it is also useful for HR staff who may be required to coach managers to be better equipped when having to set individual objectives and give feedback to their team members.
Introduction
• Why implement a performance management system?
• Barriers to effective performance management
• Three components of an effective system – objective setting; competencies and
development planning
Coaching Managers In Performance Planning
• The planning process; how to effectively plan for good performance
• SMART objectives
• Overview of measurement
• Identifying competency standards at the outset of the appraisal process
Facilitating An Effective Appraisal Discussion
• The appraisal discussion – maximising its effectiveness
• Coaching managers in conducting the discussion and giving feedback
• Feedback is a gift – instilling this value to enhance the appraisal process
Development Planning
• Development planning – what’s in it for the individual?
• Thinking through detailed development options – training is not always the solution
• The criticality of follow-up and individual responsibility for implementation
Critical Success Factors When Implementing Performance Management
• Gaining staff commitment
• Communicating the change – benefi ts and challenges alike
• Trend analysis – using this information to inform HR strategies
About Your Expert Workshop Leader
Mina Morris is an Organisational Psychologist from Innovative HR Solutions (IHS). Mina is particularly interested in the use of a wide variety of tools to measure and enhance performance in the workplace; the performance appraisal being key among them. Prior to joining IHS, Mina worked with a leading team of psychologists in New Zealand redesigning a model of personality that is aligned to the best prediction of subsequent job performance. He has worked on projects measuring behavioural competencies through assessment and development centres, designing key people processes such as appraisal systems, and also used climate surveys to measure and improve organisational performance. His initial science degree was in psychology combined with IT and his Masters saw him specialising in organisational psychology.