Certified Performance Appraisal Manager

TABLE OF CONTENT

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Introduction

• Overview of performance appraisal
• Necessity of Performance Appraisal
• Pitfalls of Performance Appraisal System
• Practice of Self-evaluation
• Traditional Methods of Performance Appraisal
• Modern Methods of Performance Appraisal
• Factors affecting performance appraisal
• Responsibility of the Appraiser

Process of Performance Appraisal

• Understanding organizations expectations
• Process of monitoring appraisal system

Performance Planning and Execution

• Introduction
• Setting goal and objectives
• Tracking employee's performance
• Performance motivation

Job Structure

• Job Specification
• Job Description
• Job Analysis
• Job Evaluation
• Job Design
• Job Specialization
• Job Rotation and Loading
• Job Security
• Job Enrichment and Enlargement
• Job Sharing and Satisfaction

Performance Assessment and Review

• Process of performance assessment
• Factors affecting performance assessment
• Evaluating performance information
• Rating scales and rating errors
• Preparing appraisal report
• Conducting review
• Handling difficult situations
• Establishing successful close

Performance Appraisal Form

• Setting core competencies
• Designing appraisal form
• Assignments of weights
• Rating system

Interview Skills

• Competency based interview
• Performance review skills
• Annual review interview techniques
• Behavioral interview
• Role profiling methods
• Feedback techniques

Performance based Compensation

• Theory of compensation
• Methods of compensation
• Pay Package System
• Concept of wage
• Wage Policy in India
• Compensation structure

Performance Counseling

• Need for counseling and counseling pattern
• Effective counseling skills
• Understanding desired and actual performance
• Factors affecting individual's development
• Preparing development plans
• Understanding responsibilities
• Appraising performance
• Appraisal discussion
• Appreciation and Criticism

Human Resource Management (HRM) System

• Elements of HRM system
• HRM practices
• HRM strategies
• Pay/Organization system

Leadership and Motivation

• Classifying needs
• Need prioritization
• Theory of motivation
• Leadership styles
• Characteristics of a good leader

Effective Communication

• Technical aspects of communication process
• Avoiding communication failures
• Effective communication skills
• Workplace communication

COURSE OUTLINE

Introduction

• Provides a brief overview about the performance appraisal system
• Explains the objectives and necessity of Performance Appraisal such as allocation of resources, reward for performance, fairness, training and development etc
• Describes the parameters for evaluating performance
• Explains the drawbacks of the performance appraisal system
• Describes about necessity of self-valuation
• Explains the traditional methods of performance appraisal such as ranking straight, paired ranking, comparing person to person, evaluation by employee cost etc
• Explains the modern methods of performance appraisal such as 360 degree feedback, MBO (Management by objective), Behavioral Anchored Rating Scale (BARS), Appraisal by Rater concern, Human Value Accounting as Asset etc
• Explains the various factor affecting performance appraisal such as interpersonal-conflicts, emotional bias etc
• Understanding the moral and social responsibility as an appraiser

Process of Performance Appraisal

• Explains the need for understanding organizations expectations in terms of performance appraisal
• Explains the procedure of monitoring appraisal system

Performance Planning and Execution

• Provides a brief overview of the process involved in performance planning and execution
• Describes the steps involved in setting goal and objectives in the process performance of planning
• Describes the various parameters and tools involved in tracking employee's performance
• Explains the factors affecting motivation of employees performance

Job Structure

• Defines a job and the process involved in designing a job
• Explains the various factors to be considered while designing a job such as job specification, job description etc
• Explains the process involved in job analysis, job evaluation, job specialization
• Explains the concept of job rotation, job loading and the importance of job security
• Explains the concept of job enrichment, job enlargement, job sharing
• Explains the importance of job satisfaction

Performance Assessment and Review

• Explains the process involved in performance assessment
• Explains the various factors affecting the process of performance assessment such as reliability, validity etc
• Describes the steps involved in evaluating performance information
• Describes the process of performance rating and various errors in rating
• Explains the procedure of preparing appraisal report
• Describes the process involved in conducting review
• Describes the process of handling difficult situations such as silence, disagreement, excuses etc
• Explains the process of establishing a successful close

Performance Appraisal Form

• Defines the need and objectives of designing performance appraisal form.
• Explains the process involved in setting core competencies for the process of performance appraisal
• Explains the process involved in designing appraisal form and the elements to be considered
• Illustrates the process of assigning weights to each factor while assessing performance of the employees
• Describes the system of rating in the performance appraisal process

Interview Skills

• Describes the art of interviewing and the techniques for conducting appraisal interview
• Describes the types of interviews conducted for the purpose of appraisal such as competency based interview, annual review interview, behavioral interview, exit interview etc
• Explains the methods involved in role profiling
• Describes the various techniques of feedback

Performance based Compensation

• Explains the compensation theory and the different modes of compensation
• Describes the wage policy in India
• Illustrates the process of designing pay packages and their formulation
• Illustrates the various determinants of pay decision
• Explains the concept of wage such as minimum wage, fair wage, living wage etc
• Describes the compensation structure in terms of performance and competence related pay and comparison between the two approaches

Performance Counseling

• Explains the need for counseling and the counseling pattern
• Describes the need for developing effective counseling skills and conducting successful counseling session
• Explains the different types of tools used for the purpose of counseling
• Explains the need for understanding desired and actual performance
• Explains the various factors affecting individual's development and necessary steps for overcoming such problems
• Explains the steps involved in preparing development plans
• Explains the need for understanding responsibilities as a management and employee
• Explains the need for appraising performance and the steps in conducting appraisal discussion
• Describes the process of appreciation and criticism in performance counseling

Human Resource Management (HRM) System

• Explains the elements of HRM System
• Describes the practices of HRM systems
• Explains the HRM strategies and control variables
• Explains the Pay/Organization structure in HRM system

Leadership and Motivation

• Explains the importance of classifying needs of the employees and Maslow’s hierarchy of human needs
• Explains the process of need prioritization and the theory of two-factor theory of motivation
• Explains the different styles of leadership and their attributes
• Describes the various characteristics of a good leader

Effective Communication

• Describes the communication process and their technical aspects
• Explains the barriers in communication process
• Explains the techniques to avoid communication failures
• Explains the techniques for effective communication
• Explains the communication usage at workplace