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Conducting Effective Performance Reviews Overview

What participants will learn:
At the conclusion of this workshop, you will:

• Recognize the importance of having a performance review process for employees
• Demonstrate an understanding of core competencies and how to work with a core competency model
• Identify the performance management cycle, and the part employees, managers and organizations play in that cycle
• Understand how to work with employees to set performance objectives and standards
• Develop skills in observing and giving feedback, listening and asking questions, for effective coaching and improved performance
• Identify an effective interview process and have the opportunity to practice the process in a supportive atmosphere
• Make the performance review legally defensible

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order now $ 2495 Best value! Complete set of all 12 titles  •  what you get     The complete Human Resources Training Courseware Library includes:     Anger Management: Understand Anger - Yours and Others   Change Management: Change and How to Deal with it.   Coaching and Mentoring: Mentoring for Success   Conducting Effective Performance Reviews   Conflict Resolution: Getting Along in the Workplace   Customer Service Training: Managing Customer Service   Hiring Smart: Behavioral & Performance Based Techniques   Maintaining an Effective Workplace   Orientation Handbook: Getting Employees Off to a Good Start   Performance Management: Managing Employee Performance   Problem Solving & Decision Making   Stress Management Training   Teamwork: Building Better Teams   Employee Dispute Resolution: Mediation through Peer Review

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Course Outline

Introduction and Course Overview
You will spend the first part of the day getting to know participants and discussing what will take place during the workshop. Students will also have an opportunity to identify their personal learning objectives.

Basics of Performance Appraisals
This session will begin with a lecture on the history performance appraisals. Then, participants will move into small groups to discuss of the value of appraisals.

Employees’ Concerns about PAs
We will explore some concerns about appraisals and possible responses in a lecture.

What Makes PAs a Defensible Process?
This session will discuss some things that participants can do to ensure that their performance appraisal process is defensible.

Stereotypes
There are four ways that a person can stereotype without necessarily being aware of it. Participants will also explore their own stereotypes in an individual exercise.

The Performance Management Process
To begin, participants will look at the four-stage performance management process through a lecture. Then, participants will work in small groups to review some sample appraisal forms.

SMART Goals
During this session, we will learn about the SMART acronym for goals and re-write some goals to meet these criteria.

Goal Setting
We will continue our work with goal setting by looking at some other considerations and completing a short individual exercise.

The Performance Management Cycle
This session will explore the first two stages of the performance management cycle: the basis for review and the performance standard. BARs and KRAs will also be discussed briefly.

Setting Standards
We will demonstrate the importance of standards through a short exercise, and then we will discuss the exercise and some general points.

Performance Development Plan
The fourth element in the performance management cycle is a performance development plan. We will briefly discuss the components of this type of plan during this session.

Feedback and Communication
The need for basic communication skills and proper feedback will be demonstrated through an individual exercise. Then, we will discuss some communication tips.

Listening and Asking Questions
We will explore these two key communication skills through a combination of lectures, individual exercises, and small group work.

Feedback
Feedback is another critical element of the performance management process. After a brief discussion on feedback, participants will work through several case studies to further explore feedback principles.

Characteristics of Effective Feedback
There are six characteristics of effective feedback. During this session, we will examine each characteristic through a lecture and case studies.

Accepting Criticism
Accepting criticism from others can be very difficult. We will offer participants some ways to make accepting criticism a little easier.

Planning the Interview
This session will look closely at some things you should do before delivering the performance appraisal.

The Interview
During this session, we will examine a basic interview format. We will then practice the format through a role play.

Maintaining Performance
Once an employee has achieved a particular level of performance, we usually want them to maintain that level. This session will explore some ways of doing that.

Behavior Contracts
This session will examine behavior contracts, a tool that can be used to help an employee achieve a goal or a level of performance. We will also look at rewards that can be used.

Handling Performance Problems
During this session, we will discuss what to do if an employee is not achieving a particular level of performance.

The Worst Case Scenario
The worst case scenario for many employers is having to fire an employee. We will look at how to handle this situation in a lecture. Then, participants will practice their skills in a role-play.

Pre-Assignment Review
To sum up the past three days, participants will look at their pre-assignment, identify areas of improvement, and develop an action plan.

Performance Management Checklists
To conclude the workshop, we will review some checklists that you can use during the performance management process.

Workshop Wrap-Up
At the end of the day, students will have an opportunity to ask questions and talk with the trainer.