Performance Appraisal Training Courses – Appraisal Benefits

by ltconsulting on September 25, 2012

This one-day appraisal course will teach delegates how to raise the motivation of employees and improve performance through setting objectives; giving effective feedback and praise. Our performance management course also provides tips and techniques for managing conflict in appraisals as well as showing delegates how to write effective performance reviews quickly, easily and effectively.  Delegates who have taken our appraisal courses have gone on to see a dramatic increase in staff performance through applying the strategies they have learnt in the art of ‘appraising employees successfully’.

Appraisal benefits

An effectively operated appraisal system will deliver the following benefits:

Organisational

a)      overall improved job performance through feedback and development plans

b)      a consistent method of assessing performance across the organisation

c)      all employees will have a clear understanding of the standards of performance that are expected of them

d)      improved communication between employees and their mangers/directors

e)      standardised information about performance levels that can be used in manpower planning and succession planning

f)       a formal appraisal system is a key requirement of Investors in People and many other quality measures

g)      formal appraisal records may be useful in demonstrating the quality (or lack) of an employee’s work and the steps taken to assist them to improve, and may help to provide a defence against claims of discrimination or unfair dismissal

The MANAGER’s viewpoint

Appraisal are carried out for a number of reasons. If well designed, they will help the manager to determine:

  • individual objectives
  • how well objectives are being attained
  • who should be promoted or transferred
  • who should be considered for advancement
  • who needs training and of what sort
  • what jobs/tasks are actually being done
  • the needs of employees

The employee’s viewpoint

The appraisee, though accepting the above aims, may see the appraisal interview as having a different purpose. Unfortunately, the appraisal so often seems something to be feared. Many appraisees feel that it is carried out in order to find out who to dismiss. This should never be the case. If the appraisal interview is well designed, the individual should see it as:

  • an opportunity to discuss issues with management on a one-to- one basis
  • a career development exercise
  • an assessment of their value to the department/organisation
  • a way of assessing career and other wishes and needs, and how the organisation can provide them
  • a way of clarifying the job (duties, objectives, etc)
  • a way of becoming aware of their own potential, and how that potential can be fulfilled

This last objective may lead to difficulties if the organisation cannot fulfil this potential, because the individual, if dissatisfied, may go elsewhere. But this can be beneficial for both parties; the appraisee may obtain greater job satisfaction by moving to another organisation, and the organisation doesn’t want dissatisfied individuals on its staff. Such staff may perform poorly and de-motivate others within the organisation.

The needs of the organisation and of the individual in appraisal need not be incompatible. If the individuals are happy working within the organisation, they are more likely to share some of that organisation’s philosophy from the organisation’s need to maximise profits, to everyone having the best chance to fulfil their personal potential.

Performance Appraisal Training Courses

When it comes to employee performance appraisals, setting SMART objectives and giving constructive feedback are essential skills for any manager and our appraisal training courses show delegates how to carry out appraisal and performance reviews successfully.

Course Dates

  • September 5, 2017
  • October 3, 2017
  • November 1, 2017

Who will benefit from the course?

Our appraisal training seminars enable delegates to understand the processes which will make them more effective and increase their confidence and sense of achievement. Anyone who needs to master the principles and practices of an effective performance review; including senior/junior managers, supervisors, training/hr managers, directors, administrative and technical staff.

What will delegates learn?

  • how to structure the interview
  • how to build rapport and relax the appraisee
  • how to avoid appraisal pitfalls
  • how to praise and criticise constructively
  • how to pre-empt and handle difficult situations
  • how to complete the appraisal form clearly and objectively
  • how to ensure great performance is maintained after the appraisal

Related Information

Previous post:

Next post: