Performance Appraisal and Setting Goals
In this training program, you will learn the principles for designing an efficient performance appraisal system and the importance of linking the achieved goals with the performance evaluation. Through numerous interactive exercises and case studies, the participants have an opportunity to plan the implementation of a system that best fits their company’s strategy and values.
Courage is what it takes to stand up and speak; courage is also what it takes to sit down and listen.
Winston Churchill
Program duration: 2 days
Key advantages:
- Designing an efficient performance appraisal system for your company
- Detailed introduction to the process, roles and responsibilities
- Recognizing a link between the company’s strategic goals, performance appraisal and a job an employee does
- Defining job expectations and company expectations
- Setting measurable goals on personal level in accordance with strategic goals
- Reducing errors during performance appraisal
Main areas:
- The importance of performance appraisal
- Linking performance with business strategy
- Segments and standards of a job
- Performance appraisal – assessment of: skills, knowledge, abilities and conduct
- Designing a performance appraisal system
- Categories and scales for performance appraisal
- Five-Step Model of setting measurable goals
- Timeframe and the importance of goals
- Principles for reducing errors in evaluation
- Roles and responsibilities of employees and managers during conversation on performance
Examples of exercises and additional development tools:
- Five-step model of identification and checks for setting goals
- Case study and examples of various documents on performance evaluation