Performance Planning and Appraisal 750

14 steps in Performance Planning and appraisals.
(the basic function of all HR department)

(a two day course for all supervisors and heads of department)

PERFORMANCE PLANNING

1. Goals and objective as defined in smart and measured.
2. The programs and activities to achieve the goals are planned by examining the key result areas.
3. Normally, the best practices are being applied drawn from bench marking.
4. Cascading the goals and key result areas to all - Strategic mapping.
5. Agreeing on the efficiency rates for all inputs and processes.
6. Agreeing and targeting with the right key performance indicators and agreed on the KPI rate
7. Providing the adequate resources and authority to undertake the job task.

PERFORMANCE APPRAISALS

1. Measure the actual achievement on the work goals of each worker
2. Explain the positive and negative gaps.  
3. The reason for the gaps could be competency and non-competency factors
4. Measure the inputs, processes. outputs and outcome based on the agreed KPIs
5. Measure the value of performance beyond the set target. (performance improvement gains)
6. Can the worker be rewarded for excellent performance?
7. What training is necessary?

Learn how to arrive at the right KPI and obtain the right KPI rate by  proper bench marking.

Eventually, everyone would be achieving kaizen - continuous performance improvement.

COURSE CONTENTS

1. Setting up smart goals
2. identifying key result areas
3. Establishing key performance indicators
4. KPI rate
5. Valuing performance for reward purposes
6. From performance gaps to training needs
7. Promotion on competency building
8. Linking goals through strategic maps