English
Tiếng Việt
HR professionals, Line Managers, supervisors or other staff who may be involved in the achievement of strategic or operational goals and the management of others to achieve those goals.
HR professionals, Line Managers, supervisors or other staff who may be involved in the achievement of strategic or operational goals and the management of others to achieve those goals.
Understand the importance of Performance Management
Know how to set proper Objectives, KPIs & detailed action plan
Solve problem between Aprraiser & Aprraisee
Use “Performance Evaluation Form” in a wise way
Conduct an appraisal meeting effectively
Understand the necessary role of Performance
Evaluation System at their organization
IMPORTANCE OF PERFORMANCE MANAGEMENT
• Definition
• Stages in Performance Management
PERFORMANCE MANAGEMENT PROCESS
• Main steps in Performance Management process
• Difference between duties & objectives
• SMART objective
• How to set KPI (key performance indicators)
• Action Plan
• Execute Performance Management
- What?
- When?
- How?
DIFFICULTIES MET WHEN EVALUATE EMPLOYEE PERFORMANCE
• Difficulties met from both sides: Appraisers & Appraisees
• Common actual situation
EVALUATE EMPLOYEE PERFORMANCE
• Giving feed-back is an art
• Main parts of a Performance Evaluation Form
• Select right information
• Meaning of rating scale & proportion of rates distribution
• Errors may be made by Managers:
- When collecting information
- When giving feed-back
- When filling appraisal form
• Practice: How to conduct effectively a Performance
Evaluation Meeting
• Things we need to pay attention during the course of
executing Performance Evaluation
• Following steps after the Performance Evaluation meeting
BUILD AN EFFECTIVE PERFORMANCE EVALUATION SYSTEM
• Build & develop the Performance Evaluation System
• The role of HR department & other departments
• 360º feed-back