Appraisal Skills Training Course
Few issues in management stir up more controversy than performance appraisal. However, that said, performance appraisals are a critical part of the performance management process.
Training of Appraisers and Appraisees
Good quality performance appraisal systems are those in which there has been initial training and development of both appraisers and appraisees. Appraisers must be sufficiently skilled to ensure that appraisal activities benefit individuals rather than simply 'ticking the box' to meet administrative needs. Appraisals that have ignored this principle have usually been unproductive meetings of little benefit to either the appraisees or the organisations in which they are employed. Evidence suggests that badly conducted appraisals depress rather than improve performance.
To view or download our appraisal skills training programme please click here.
In isolation, a performance appraisal is not performance management, but it is one of a number of tools that can be used to increase both personal and organisational effectiveness. And because performance appraisals are most usually conducted by line managers rather than HR professionals, it is important that they understand their role in performance management and how performance appraisal contributes to the overall aims of the organisation.
While performance management is a holistic process, performance appraisal, on the other hand, is more operational. It focuses more on the short to medium term and is concerned with the individual and their performance and development.
It is vitally important for organisations to achieve continuous improvement. Conducting productive appraisals and performance reviews is a key skill requirement if managers are to improve their team's performance. Whether to review progress, assess performance, identify training needs or set objectives, when conducted effectively the appraisal process will have considerable benefits to both the organisation and the individual.
However, all too often, appraisals can turn into a confrontational meeting where the manager can have difficulty getting their point across successfully and the appraisee can become defensive and resistant to change. As a result, managers' learn to loathe appraisals and employees fear them. Also, the benefit of performance appraisals will not be fully realised if managers and employers don't understand the point that it's time to stop focusing on the past, and blaming in performance appraisals, and look to the future to improve performance. When managers look to the future the whole appraisal process becomes more useful, and much more comfortable.
At GA Training, we focus on both the appraisers and appraisees to ensure that organisations get the best out of their appraisal process. We offer appraisal training based on a number of approaches and a wealth of techniques and tactics to ensure that the appraisal process becomes more structured, productive and positive.
We will demonstrate how to better prepare for, and run, successful appraisal review meetings.
To view or download our appraisal skills training programme please click here.
