Course Detail

TARGET SETTING AND PERFORMANCE APPRAISAL PROCESSES

 

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.
 
 
DAY ONE
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
 
 
DAY TWO
Components of the Targets Setting
o Goals
o Critical Results
o Performance Indicators
o Performance Standards
o The Quantitative Performance
o Behavioural Performance
o Weighting
o Dependencies
 
DAY THREE
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
 
DAY FOUR
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