By the time the programme ends, participants would become conversant with the procedure of:
• Determining performance measures at the Corporate, Business Unit and Individual levels.
• Managing the attainment of targets through regular monitoring, and support.
• Appraising employees and identifying training and development requirements to build relevant competencies.
• Linking individual performance to rewards and career advancement.
Creating a line of vision between the Corporate Objectives and what every employee does and attains.
• The Balanced Scorecard Model
o Customer Perspective
o Business Processes Perspective
o Organization Learning Perspective
o Financial Perspective
• Components of the Targets Setting
o Critical Results
o Performance Indicators
o Performance Standards
o The Quantitative Performance
o Behavioural Performance
• Why Do We Appraise?
• Uses of performance appraisal
• Expectations from performance appraisal exercise
• 3 critical areas for review
o performance review
o reward review
o potential review
• Performance rating factors
• Completing the Performance Management Cycle with Appraisals
o Appraisal Process Best Practices
o The how and why
o The 360 degrees Appraisal
o Critical Appraisal Skills
- active listening
- excellent communications
• Rating factors
• Reward review