Performance appraisals training
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Performance appraisals training
- 1. Performance Appraisals âIf you wish to achieve worthwhile things in your personal and career life, you must become a worthwhile person in your own developmentâ Brian Tracey 1
- 2. Agreement 2
- 3. Objectives ⢠⢠⢠⢠⢠What Our process What makes a good appraisal? Objectives and goal setting Feedback 3
- 4. What Performance development cycle ⢠Two-way feedback ⢠Discuss progress / setbacks ⢠Update objectives ⢠Objectives and indicators ⢠Discuss expectations and development needs Performance development planning Reward and recognition ⢠Investment in staff ⢠Motivation and trust On-going discussion Performance development review ⢠⢠⢠⢠Review previous performance Discuss development opportunities Career aspirations Performance rating(s) 4
- 5. Our process October Early â Mid October ⢠Employees to complete "Employee Only" sections on Octopus HR and notify Manager. November Mid â End October ⢠Manager to complete âManagerâ sections on Octopus HR. ⢠Arrange meeting with Head of HR to confirm ratings. Early â End November ⢠One-to-One meetings to be arranged by Managers ⢠Manager to communicate rating to employee and provide feedback. ⢠Online documents to be completed and signed off by Managers/Employees ⢠HR to be advised by Managers when complete 5
- 6. What makes a good appraisal? ⢠⢠⢠⢠Planning Feedback (give and take) Setting objectives (SMART) Effective communication (active listening, questioning) 6
- 7. Objectives and goal setting ⢠⢠⢠⢠What is a goal/ objective? What is the difference between the two? How do they relate? Why do they matter? 7
- 8. Objectives and goal setting Goals ⢠⢠⢠⢠⢠⢠⢠Primary and important Large in size The end The result The whole Longer term SMART What you will do (includes measures) Steps to achieve goal Objectives ⢠⢠⢠⢠⢠⢠⢠Sub-goals Medium or small in size The means to the end The steps Part of the whole Shorter term SMART 8
- 9. Objectives and goal setting: An example Step 1: Goals Step 2: Objectives Goal Goal (Specific) Measures Objectives (sub goals) ⢠Increase clients ⢠I have X number of new clients per month by Dec 2012 ⢠Using networking events ⢠£5000 profit a month in sales and commissions etc... ⢠I will attend X number of network events per month ⢠I will record new client details 9
- 10. Objectives and goal setting Step 3: Make them SMART Specific ⢠state exactly what is to be achieved Measurable ⢠capable of measurement âto determine progress Attainable ⢠realistic given the circumstances and the (Specific) Goal resources available Relevant ⢠to the people /role responsible for Measures achieving them Timed ⢠with a realistic time-frame in mind 10
- 11. Objectives and goal setting: Overall Step 1 ⢠Goal (what) ⢠Specific goal ⢠Measures Step 2 ⢠Objectives (How) Step 3 ⢠Make them SMART 11
- 12. Assessing contribution â˘Compare evidence with set objectives â˘Compare to JD and person specification â˘SWOT analysis 12
- 13. Feedback types ⢠Negative - corrective comments about past behaviour. These are things that didnât go well. ⢠Positive - affirming comments about past behaviour. These are things that went well and need to be repeated. ⢠Constructive â can be negative, positive or neutral. Gives suggestions for improvement. 13
- 14. Dealing with developmental feedback ⢠⢠⢠⢠⢠⢠Question âHow can I do betterâ? Actively seek it, various sources Get specifics / examples Focus on solutions Positive attitude Be thankful 14
- 15. Objectives ⢠⢠⢠⢠⢠What Our process What makes a good appraisal? Objectives and goal setting Feedback 15
- 16. Questions? 16
Hinweis der Redaktion
- "Performance review." Does the mere mention of this event make your heart sink? Talk through resistance to doing performance appraisalsDo: Introductions / Ice Breaker. Ask:share name, department or role in the organisation, length of service, and one little known fact about themselves / What are your aims from this training? What are you hoping to achieve?Allow group 5 minutes to write down and share with group.Very informal learning session today. We are restricted by time but would like all to openly discuss and ask questions when they need to. Handout: Fable of bee keepers and their bees.Duration: 2-5 minQuote: Brian Tracy (Professional speaker, author, success expert).
- Do:Talk through.Duration: 1 minFacilitator â make note of objectives for each person.
- Duration: 1-2 min
- What is a performance appraisal?It is a systematic and periodic process that assesses an individual employeeâs job performance and productivity in relation to certain pre-established criteria and organizational objectives.The performance management / development cycle. Explain slide.Say: The perf. Appraisal is part of the perf. Development cycle. This (slide) is the bigger picture.Duration: 1minManasa, K. & Reddy, N. (2009). Role of Training in Improving Performance. The IUP Journal of Soft Skills, 3, 72-80.
- Hand-out needed: Process cycleWhere to get formsWho does what and when?How submittedWhat happens after I submit my form? (mention who can view what)Note: Manager to decide rating but not confirm to employee until meet face-to-face. Meet with YP first. Activity: Demo of filling in forms on Octopus / hand-out showing screen shots.https://www.octopus-hr.co.uk/portal/marex.html Duration: 5-10min
- Talk through slide, effective communication is key.Planning â for discussion â structure, facts for feedback, planning and booking.Planning â holding meeting â skills needed, questioning, active listening.Handout: Self check communication skills Duration:1-3min
- Group discussion: flipchartWhat is a goal / objective?Goal = what you will do (includes measures)Objective = steps to achieve goal.What is the difference between goals and objectives?generally broad statements of desired outcomes expressed in general terms while objectives add specificity, denoting the knowledge, skills, abilities, values, and attitudes(or SMART)Â staff exhibit to reflect those broader goals. How do goals and objectives relate?Goals and objectives inform one another. Why Set Goals?Goal setting is used by top-level athletes, successful business-people and achievers in all fields. Setting goals gives you long-term vision and short-term motivation. It focuses your acquisition of knowledge, and helps you to organize your time and your resources so that you can make the very most of your life.By setting sharp, clearly defined goals, you can measure and take pride in the achievement of those goals, and you'll see forward progress in what might previously have seemed a long pointless grind. You will also raise your self-confidence, as you recognize your own ability and competence in achieving the goals that you've set.Why does it matter?Get clarityHelps define and evaluate what the real outcome should be. i.e. do I really want my staff to âbe more productiveâ? What does that even mean?Provides a framework of powerful questions to help think goals through.Helps focus the mind â for all.Clear goals = increased chances of achieving themClear, more efficient communicationDuration:5-10 min
- Talk through. Duration:1-3 minHandout: Goals and Objectives
- Talk through. Lets think about a process for goal setting. Let's imagine your goal is⌠(slide).Step 1: better to set specific goal (talk about SMART goals later on) but at this point you can have a general one.Step 2:is to define just how you will achieve your goal. Your objectives will vary in scale. Some may be relatively complex, others may only require simple one off actions.Duration:1-3 min
- Ask: what does the acronym mean?Say: Like your primary or main goal, many of your sub goals - your objectives, should now be made into smart goals i.e. specific, measured, attainable, relevant and timed.smart goal setting technique can and should be used for both longer term, larger, more complicated goals as well as for your objectives - your shorter term, smaller goals.Duration 1-3min
- You can make your goals and objectives SMART as you go along, or do this at the end.Duration:1-3 min
- Talk through.Say: there are various ways of doing this, here are some examples.RememberKeep it consistentInternal / ExternalStrengthsWeaknessesOpportunitiesThreatsDuration:1-3 min
- What is feedback? Feedback is information about how we have performed in relation to a stated goal.Total Duration:1-3 min
- Say: youâve received developmental feedback â how can you best deal with it? Dealing with developmental feedback.Question âHow can I do betterâ?Actively seek it, various sourcesGet specifics / examples â be preparedPositive attitude â try not to make it personallyBe thankful â this depends on your attitude. If you see it as something which adds you value you will automatically be thankful.Duration: 3-5min
- Duration: 1-2 min
- Handout: Training evaluation form / sticky notes â feedback (anonymous)All relevant handouts will be sent to them via email.Duration: 2-8 min Total Duration: (1hrâ 1hr 45min)