Event Profile | |
Class/ Online | Classroom |
Date | October 02, 2018 |
Time | 9:00am to 5:00pm |
Venue | Mandarin Orchard Singapore 333 Orchard Road Singapore 238867 |
Fee | 7% GST will apply SGD 470.003 & above: SGD450.00 each For Member SGD 446.5 3 & above: SGD427.5 each |
Note | Two tea breaks and buffet lunch will be served. Limited complimentary car parking coupons are available upon request. |
Trainer | |
Activity |
"People who feel good about themselves, produce good results" Ken Blanchard
Mention ‘appraisal’ and many employees cringe at the thought of what is to come. Most employees view performance appraisal as a fault-finding process that accentuate the areas of their short-coming without showing how they can improve. The appraisal process is also seen as being negative in perspective whereby it gives an opportunity to the appraiser to ‘get-back’ at the employee for stepping out of line. This then demonstrates a performance appraisal as a ‘witch-hunting’ project that ultimately sows the seeds of the demise of the organization. However, all is not lost. Conducting and writing a performance appraisal gives the appraiser the opportunity to build a trusting and productive relationship with their appraisees. As Stephen Covey mentioned: "Always treat your employees exactly as you want them to treat your best customers."
Conducting regular and consistent appraisals can help you keep your employees happy, engaged, and focused. It is human nature to want to succeed. Giving your employees feedback on their positive and negative attributes is part of the pathway to success. A poorly designed appraisal can have the reverse effect.
By honing your skills on writing an appraisal using the process of appreciative inquiry and constructive criticism, you can bring the best out in your employees’ performance. An excellent appraisal is one which endorses the positive and creative actions of the employee that allows them to excel further. It also allows the employees to be aware of their shortcoming and make beneficial suggestions on what they could do to strengthen these.
In this result-oriented workshop, you will learn how to conduct and write a well-designed appraisal by determining the categories for an annual review and understanding how it affects employee compensation and remarkably improve the overall performance of the employee.
Mention ‘appraisal’ and many employees cringe at the thought of what is to come. Most employees view performance appraisal as a fault-finding process that accentuate the areas of their short-coming without showing how they can improve. The appraisal process is also seen as being negative in perspective whereby it gives an opportunity to the appraiser to ‘get-back’ at the employee for stepping out of line. This then demonstrates a performance appraisal as a ‘witch-hunting’ project that ultimately sows the seeds of the demise of the organization. However, all is not lost. Conducting and writing a performance appraisal gives the appraiser the opportunity to build a trusting and productive relationship with their appraisees. As Stephen Covey mentioned: "Always treat your employees exactly as you want them to treat your best customers."
Conducting regular and consistent appraisals can help you keep your employees happy, engaged, and focused. It is human nature to want to succeed. Giving your employees feedback on their positive and negative attributes is part of the pathway to success. A poorly designed appraisal can have the reverse effect.
By honing your skills on writing an appraisal using the process of appreciative inquiry and constructive criticism, you can bring the best out in your employees’ performance. An excellent appraisal is one which endorses the positive and creative actions of the employee that allows them to excel further. It also allows the employees to be aware of their shortcoming and make beneficial suggestions on what they could do to strengthen these.
In this result-oriented workshop, you will learn how to conduct and write a well-designed appraisal by determining the categories for an annual review and understanding how it affects employee compensation and remarkably improve the overall performance of the employee.
Objective
By the end of the workshop participants will be able to:
- Use direct observation and other resources to make an objective assessment
- Formally document your evaluation
- Discuss both achievements and performance gaps
- Turn negative feedback into a production conversation via the process of constructive criticism
- Set challenging but achievable goals
- Make feedback and follow-up an ongoing part of your job as an appraiser
Outline
Module 1: Understand the basics of performance appraisal
Module 2: Gathering information
Module 3: Evaluating Performance
Module 4: Conducting the Meeting
Module 5: Establishing a Way Forward
Module 6: Handling Challenging Topics
- What a performance appraisal entails and why it is important to an organization?
- What goes into a performance appraisal process?
- How to get your employees involved in the appraisal process?
Module 2: Gathering information
- Formulate and track employee progress
- Request and analyse an employee self-appraisal
- Solicit 360-degree feedback
- Collect and collate additional resources
Module 3: Evaluating Performance
- Assess results objectively
- Recognizing and endorsing your role in the employee’s performance
- Document your impressions
Module 4: Conducting the Meeting
- Prepare for the appraisal meeting
- Set the right tone and ambience
- Discuss and examine employee performance
Module 5: Establishing a Way Forward
- Demonstrate the process of setting goals for your employee
- Design a development plan for execution of goals and timeline
- Monitor progress and follow up
- Evaluate your approach and adjust
Module 6: Handling Challenging Topics
- Responding to a pay raise request
- Discussing a promotion
- Addressing unacceptable performance
Who should attend
HR managers, supervisors, team leaders
Methodology
This is an action-oriented and highly interactive workshop comprising intensive practice and challenges.
Testimonial
Gives a good mix of basic knowledge , good practices, how to apply little tricks & tips to improve processes. Good fun examples and counter-intuitive problems to lead audience to the right answers. Trainer is able to answer many troubling questions. Engaging but not over-enthusiastic.
ifm electronic ASIA Pte Ltd
The things I learnt can be applied on work, trainer is great.
Silver Generation office
ifm electronic ASIA Pte Ltd
The things I learnt can be applied on work, trainer is great.
Silver Generation office
Mdm Sandra Daniel's Profile
TRAINER’s BIO: Sandra Daniel, ICF, PCC Coach, Certified ICAgile Coach, Certified Applied Neuroscience Coach, EQ Six Seconds Certified Coach
Sandra Daniel is the Senior Managing Partner with a Consulting company. Over the last three decades, she has been transforming leadership and workplaces to be more adaptable, relevant, and nimble through coaching, mentoring, consulting, facilitative training, and course development. She is a highly interactive and engaging international trainer and speaker specializing in topics related to influential leadership, coaching and mentoring, emotional intelligence, and communication. She has trained clients from diverse organisations and industries namely, government services, banking, manufacturing, education, insurance, and hospitality
Qualifications and Certifications:
Sandra Daniel is the Senior Managing Partner with a Consulting company. Over the last three decades, she has been transforming leadership and workplaces to be more adaptable, relevant, and nimble through coaching, mentoring, consulting, facilitative training, and course development. She is a highly interactive and engaging international trainer and speaker specializing in topics related to influential leadership, coaching and mentoring, emotional intelligence, and communication. She has trained clients from diverse organisations and industries namely, government services, banking, manufacturing, education, insurance, and hospitality
Qualifications and Certifications:
- Master of Science in Training and Human Resource Management
- Bachelor of Arts in English and Business
- Graduate Diploma in Communication and Innovation
- Diploma in Training and Development
- ACTA Certified Trainer
- International Coach Federation (ICF), Certified ACC, PCC
- ICAgile Certified Professional Coach
- Certified ICAgile-Leading with Agility
- Certified ICAgile-Agility in Enterprise
- Certified Behavioural and Career Coach
- Certified Six Seconds EQ Coach, Practitioner, Facilitator, Assessor and Brain Profiler
- Certified Applied Neuroscience Coach
- Executive Certificate in Design Thinking
- Certified Agile Leader (Teams and Organizations) SCRUM ALLIANCE
- Certified Stress Management Consultant
- Certified Critical Thinking and Research Analyst
- Certified Advanced Behavioural Analyst and DISC Accredited Administrator
- Certified in Evaluating Truthfulness and Credibility
- Enneagram Spectrum Practitioner and Coach
- Certified SCRUM Master
- Lean Six Sigma Black Belt
- Certified Facilitator in Design Leadership and Design Thinking
- LEGO® SERIOUS PLAY® Certified Facilitator