Course End Date:
The observations and understanding of the performance appraisal process helped reduce a monumental task into something much more manageable.
The term performance appraisal has been called by many names, including performance review, performance evaluation, personnel rating, merit rating, employee appraisal or employee evaluation. A performance appraisal has been defined as any personnel decision that affects the status of employee regarding their retention, termination, promotion, transfer, salary increase or decrease, or admission into a training program.
By the end of this course the participant will be able to:
• Translate organizational goals into individual job objective.
• Communicate management's expectations regarding employee performance.
• Provide feedback to the employee about job performance in light of management's objectives.
• Coach the employee on how to achieve job objectives/requirements.
• Diagnose the employee's strengths and weaknesses.
• Determine what kind of development activities might help the employee better utilize his or her skills
improve performance on the current job.
Who Should Attend:
• Project Managers
• Team Leaders
• Provided employees the opportunity to formally indicate the direction and level of the employee's
• Show organizational interest in employee development, which was cited to help the enterprise retain
ambitious, capable employees instead of losing the employees to competitors
• Provided a structure for communications between employees and management to help clarify expectations
of the employee by management and the employee
• Provide satisfaction and encouragement to the employee who has been trying to perform well.
• Promotion, separation, and transfer decisions
• Feedback to the employee regarding how the organization viewed the employee's performance
• Evaluations of relative contributions made by individuals and entire departments in achieving higher
level organization goals
• Criteria for evaluating the effectiveness of selection and placement decisions, including the relevance of the
information used in the decisions within the organization
• Reward decisions, including merit increases, promotions, and other rewards
• Ascertaining and diagnosing training and development decisions
• Criteria for evaluating the success of training and development decisions