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Introduction It?s that time of the year again, timer for the performance appraisal discussion. A very small part of the performance management process that provides an incredible opportunity for the participants to engage in discussion about what motivates them towards goals and to seek support for the things that hold them back. So why it is that performance appraisal is one of the greatest sources of conflict in organisations? Often people are often unclear about what it is that appraisal actually achieves. For many people experience of appraisal is inevitably linked with problematic issues such as pay awards or difficulties with performance. Perhaps this contributes to the confusion. There are 3 reasons for ineffective performance management systems: Inadequate process 5 Employee perception of their role in the process 35 Manager?s ability to manage the process 60 Very few managers are 'naturally' good in appraisal and many employees are unprepared to make the best of the opportunity and lets face it even the most effective process will be ineffective if the participants don?t knowhow to make the best of it.. This two-day course is designed to examine the principles of the performance appraisal system and how to get the best out of it from everyone's perspective

Introduction It?s that time of the year again, timer for the performance appraisal discussion. A very small part of the performance management process that provides an incredible opportunity for the participants to engage in discussion about what motivates them towards goals and to seek support for the things that hold them back. So why it is that performance appraisal is one of the greatest...

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