Performance Appraisal Essentials


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Performance Appraisal Essentials: Planning for Appraisals

Overview/Description
The key to successful performance appraisals is a clear understanding between manager and employee of what is expected. Chances are if there is no such understanding, the manager will assess performance on the basis of what he or she expects of the employee, and this may be very different from what the employee understood to be the job duties and responsibilities. To avoid this problem, a manager needs to plan for appraisals by clearly laying out the expectations for employee performance and by providing ongoing feedback during the appraisal period. This course explains why performance appraisals are important, describes how to develop an Employee Performance Plan, and outlines ways to monitor ongoing employee performance. Materials designed to support blended learning activities aligned with this course are available from the Resources Page.

Target Audience
Managers who wish to develop or refine their skills for planning and delivering employee performance appraisals.

Expected Duration (hours)
1.0

Lesson Objectives

  • recognize the benefits of conducting performance appraisals
  • recognize how to carry out key steps in planning employee performance
  • develop an employee performance plan with a given employee
  • identify examples of how to monitor ongoing employee performance

Performance Appraisal Essentials: Conducting Traditional Appraisals

Overview/Description

If you were to poll a group of managers about how comfortable they feel conducting appraisals, you would probably find few saying they feel completely comfortable. Conducting appraisals isn’t easy but it’s an important part of a manager’s job. Regularly appraising your employees’ job performance can reinforce outstanding performance, as well as help your direct reports improve below average performance. This increases productivity and helps you build better relationships with your team. To increase your comfort level with conducting appraisals, you should try to become familiar with the areas to be covered during the actual meeting and with skills and techniques for addressing the appraisee. This course describes ways to prepare for appraisal meetings, as well as how to carry out those meetings effectively by following certain steps and guidelines. In particular, it demonstrates what to do when an employee becomes emotional during an appraisal. Materials designed to support blended learning activities aligned with this course are available from the Resources Page.

Target Audience
Managers who wish to develop or refine their skills for planning and delivering employee performance appraisals

Expected Duration (hours)
1.0

Lesson Objectives

  • recognize how to prepare for performance appraisal meetings with employees
  • match the steps in conducting performance appraisals with examples that illustrate how to carry out those steps appropriately
  • deal with an emotional response from an appraisee in a given scenario

Performance Appraisal Essentials: 360-degree Appraisals

Overview/Description

By gathering information from many different people, a 360-degree appraisal gives a complete portrait of behavior on the job – one that looks at people from multiple perspectives. This type of appraisal incorporates feedback from peers, managers, customers, and direct reports, as well as from the appraisee. And when feedback from all these sources is presented in a way that enables people to plan for improvement, it can bring about real, measurable changes in people’s behavior. This course provides an overview of the steps involved in carrying out a 360-degree appraisal. It then focuses on two key steps: gathering feedback and delivering the feedback. Materials designed to support blended learning activities aligned with this course are available from the Resources Page.

Target Audience
Anyone who wants to develop or refine their skills for planning and delivering employee performance appraisals

Expected Duration (hours)
1.0

Lesson Objectives

  • match steps in the 360-degree appraisal process to examples of how they are carried out
  • determine whether a questionnaire or an interview is the best method for collecting feedback in given scenarios
  • determine which guidelines for selecting appraisers for a 360-degree review have been followed in a given scenario
  • recognize how to get the most out of the feedback process for 360-degree appraisals

Preparing for Your Performance Appraisal

Overview/Description

Many employees find performance appraisals intimidating. This Business Impact shows how proper preparation makes the process less stressful and more beneficial.

Target Audience
Students preparing to enter the workforce, entry level employees who have just entered the workforce and mid-level employees looking to refresh their skills.

Expected Duration (hours)
0.1

Selecting Appropriate Performance Appraisal Method

Overview/Description

To best guide, correct, and motivate employees, organizations need reliable performance data. This Challenge Series exercise explores how such information can be obtained from a well-crafted and effective performance appraisal.
Expected Duration
15 minutes




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