Conducting Performance Discussions Successfully 1good

Conducting Performanceg Discussions Successfully

Performance Appraisal Training

Performance appraisal is an unavoidable supervisory activity as employees look forward to understand how their superior views their performance. Linking performance appraisal to rewards makes the session even more sensitive to handle.

Just how can the appraiser handle such a delicate situation with control and confidence? How can the appraiser deal with different employee styles? How can the appraiser give feedback based on well documented facts? What are the characteristics of a good interview that appraisers can emulate?

This performance appraisal training is designed to equip managers and supervisors with a holistic perspective to managing staff performance, practical insights to manage staff performance confidently, as well as useful tools to help:

• Determine performance expectations and work targets
• Monitor staff progress in performance
• Provide conducive timely feedback
• Assess performance objectively and consistently
• Facilitate effective coaching, check-in conversations, and appraisal discussions

Having employees understand about performance reviews is also beneficial for an effective performance management system.

Course Title

Conducting Performance Discussions Successfully (Synchronous e-learning)

Course Objectives

At Course Completion, participants will be able to:

• Adopt a regular and continuous approach to manage staff performance successfully
• Set performance and behavioural expectations for staff based on their job duties and organisational requirement
• Monitor staff performance accurately in order to provide conducive and timely feedback
•  Assess staff performance in a consistent manner so as to maintain their credibility as an objective and fair leader
•  Engage different employee types in appraisal discussion and discuss performance issues with the correct focus
•  Improve on the effectiveness of how learning & development plans has been carried out within their teams

Who should attend?

• Aspiring Professionals, Managers and Executives (PMEs) who have yet to lead a team but are interested to be  future-ready for the opportunity
• All team  and project leaders, supervisors, executives and managers who need to appraise their staff
• Existing leaders and managers who have challenges in managing their staff performance or in engaging their staff for appraisal discussions

Certification

Participants who fulfil all requirements will receive a Statement of Attainment (SOA) issued by the SkillsFuture Singapore (SSG).

Performance is the sum of the describable work behavior and measurable work results of an individual (group) in an organization within a specific time, as well as the organization’s ability and quality of the individual (group) in the past to guide its improvement and improvement, so as to predict the work results that the individual (group) can achieve within a specific time in the future.

Performance refers to the excellence of the organization, team or individual in completing tasks under certain resources, conditions and environments. It is the measurement and feedback of the degree of goal realization and efficiency achieved.

Explain in detail

Performance, from the perspective of management, includes individual performance and organizational performance.

In a literal sense, performance is a combination of performance and effectiveness.

The relationship between performance and compensation

The relationship between performance and compensation

Performance is the performance, reflecting the profit target of the enterprise, and includes two parts: target management (MBO) and responsibility requirements.Enterprises should have their own goals, while individuals should have their own goals and requirements. Target management can ensure enterprises to move forward in the desired direction. Rewards can be given to achieve or exceed the goals, such as bonus, commission, benefit salary, etc.Responsibility requirements are the requirements for employees’ daily work. For example, in addition to achieving sales targets, salesmen also need to do new customer development, market analysis report and other work. There are also requirements for these responsibilities and work, and the embodiment of this requirement is salary.

Efficiency is efficiency, effect, attitude, character, behavior, method, manner.Effectiveness is a kind of behavior that reflects the management maturity goal of the enterprise.Effectiveness also includes discipline and conduct. Discipline includes the rules, regulations and norms of the enterprise. Employees with strict discipline can get honors and recognition, such as recognition, award/trophy, etc.Moral character refers to an individual’s behavior, “performance is more important than performance”. Only those with outstanding performance and excellent moral character can be promoted and reused.

Source and Meaning

The performance of

The performance of

Performance, purely from a linguistic point of view, performance contains the meaning of achievement and benefit.Used in economic management activities refers to the results and effects of social and economic management activities;In human resource management, it refers to the input-output ratio of the subject’s behavior or outcome;Measuring the effectiveness of government activities in the public sector is a concept that includes multiple objectives.

Performance refers to the input and output of an organization or an individual in a certain period of time. Input refers to material resources such as human resources, material resources and time, or personal emotional and emotional spiritual resources. Output refers to the completion of work tasks in terms of quantity, quality and efficiency.From this derived the concept of performance management.

The so-called performance management refers to the continuous cycle of performance planning, performance coaching and communication, performance appraisal, application of performance results and improvement of performance goals jointly participated by managers and employees at all levels in order to achieve organizational goals. The purpose of performance management is to continuously improve the performance of individuals, departments and organizations.