Introduction
This intensive 2 day course is aimed at managers, supervisors, human resource officers and those who are responsible for and conduct performance appraisals. Delegates learn how to devise the competency framework for the appraisal based on a job analysis, how to design appraisal forms and questions, and how to avoid appraisals which are ultimately meaningless due to endorsement of middle responses, poor reliability and lack of validity. Effective appraisal interviewing and feedback to appraisees is also covered.

The need for this course
Performance appraisals are conducted by many organizations worldwide. There are different emphases placed upon appraisal and these may vary based upon geographical location of the organization. What does not change however is that appraisals should be meaningful, fair, reliable and valid. Achieving this is a challenge for human beings given that we are, by nature, influenced by many factors that may be external to an individual’s performance when rating them. PsyAsia International’s Performance Appraisal course provides attendees with the skills to become more objective in appraisal and to turn the task into a more scientific process.

Course format
The majority of our Performance Appraisal Courses are run in-house on a per company basis. Sometimes, two companies join together to take the course. Given that any organization that is serious about effective performance appraisal needs to educate and receive buy-in from a number of stake-holders, organising an in-house course is ideal. For in-house courses, the course can be delivered over 2 whole days, 4 consecutive half-days or 2 days over two weeks. Furthermore, where those who will be conducting appraisals have little experience of objective interviewing, PsyAsia suggests adding a further day to the program in order to focus on interview skills and techniques.

Company Visit
For in-house courses, PsyAsia International's course facilitator will usually visit your company for a few hours prior to the training event in order to more fully understand where your company is currently placed and set-up and how it achieves its objectives. All information gathered is used only for the purposes of the training event.

Performance Appraisal Training Course Modules

The Importance of Performance Appraisal

• Define performance appraisal
• The purpose of performance appraisal
• Pros, Cons and reputation of performance appraisal
• Making performance appraisal systems (legally) defensible

Performance Planning

• Define performance planning
• Manager's responsibilities in performance planning
• Employee's responsibilities in performance planning
• The performance-planning meeting
• Results versus behaviours
• Determining key job responsibilities
• Goal setting & goal statements
• SMART objectives

Performance Execution

• Define performance execution
• Manager's responsibilities in performance execution
• Employee's responsibilities in performance execution
• Keeping track of employee's performance
• Motivating for performance

Performance Assessment

• Define performance assessment
• Manager's responsibilities in performance assessment
• Employee's responsibilities in performance assessment
• Top management responsibilities in performance assessment
• Reliability and validity in performance assessment
• Self-appraisal
• 360° performance appraisal
• Internet-based performance appraisal
• Weighting of performance information
• Being objective / avoiding cultural, gender and other biases
• Rating scales and rating errors
• Extenuating circumstances
• Writing up the appraisal report

Performance Review

• The manager's responsibilities in the performance review
• The employee's responsibilities in the performance review
• Establishing rapport & being empathic
• Conducting the review
• Interview skills
• Difficult situations (silence, disagreement, excuses)
• Establishing a successful close

The Performance Appraisal Form

• Determining core competencies
• Job analysis
• Designing the form
• Ratings
• Weightings
• Understanding a middle score (C or 3 score)

The Performance Appraisal Process

• Designing and establishing from scratch
• Stakeholder expectations
• Management training requirements for performance appraisals
• Maintaining and monitoring the appraisal system
• Inter- and Intra-rater reliability

Building Performance Excellence

• Factors influencing an individual's development
• Creating development plans that work
• Management and employee responsibilities in development
• Using the job as part of the development process
• The employee who does not change
• Identifying gaps between desired and actual performance
• Getting agreement to change
• Documenting change discussions
• Attitude and attendance problems

Facilitator Information
Our performance appraisal training course is facilitated by experienced, registered, multicultural organizational psychologists.

“ The past couple of days have been excellent, thank you! We’ve been running PA annually for quite some time now. I’ve been enlightened by your course – there’s so much that we were doing wrong. I’ll advise anybody who is involved in performance appraisal to attend this course even if they are experienced and think they are doing it correct! Well done PsyAsia! ”
Regional HR Director of a multi-national bank

Syllabus Change Note:
Prior to every course that we run, it is our policy to consult the worldwide literature and practice databases to ensure that we teach the most up-to-date content. For this reason, our syllabus is subject to change. However, you can of course rest assured that we do not bring you a static course, rather a course that evolves with the Asian and international business and human resource management environments.