Setting Up a Performance Management and Appraisal System Central

Course details

More and more organisations are now linking the pay system with the performance appraisal system. The key to successful linkage is to require the performance appraisal system to be a credible measuring tool of employee performance. Otherwise, employees will have no confidence in how the organisation rewards them, leading to dissatisfaction, grievances and morale problems after every appraisal exercise. What must organisations do and how can they refine the procedure and system of performance appraisal in order to be regarded as rewarding fairly?

Despite the connection between pay and performance, the key purpose of a performance management and appraisal system is to meet organisational targets and in the process develop the employees. How can the performance appraisal system be linked to the training and development process effectively? This course will share with you the tips for setting up such an important system.

How Will You Benefit?

After the workshop, you will be able to:

• distinguish different goal setting approaches
• identify performance measures relevant to the jobs
• understand how to achieve effective and efficient ratings
• determine the method and process of performance appraisal that are suitable for the organisation
• design the process to develop individual development plan
• design the process to establish an effective link with the pay system

What Will You Learn?

The Performance Management Cycle

• the roles of the manager
• the roles of the employee
• the outcome of the performance management cycle

Designing Performance Appraisal Elements

• goal setting
• performance factors
• training and development
• Designing the Rating Scale
• goal section rating
• performance factor rating
• weighted scale
• overall rating

Linking Performance and Pay

• methods to maintain credibility of system
• avoiding leniency, strictness and inconsistencies
• using the bell curve correctly
• forced ranking

Performance Improvement

• developing the individual development plan