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| Introduction |
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.
"After the programme, I am able to design a performance appraisal system
and its links to rewards. I will redesign our existing performance
appraisal forms and review our rewards system. Good!"
- Ms Gracie Lau, Finance & Human Resource Manager,
NTN Bearing- Singapore Pte Ltd
What must organisations do and how can they refine the procedure and system of performance appraisal in order to be regarded as rewarding fairly? The key purpose of linking pay with performance must be to motivate employees to strive for better performance. This course will teach you the secrets of managing this dynamic yet important system.
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| Objectives |
After the workshop, participants will be able to:
- identify performance measures that matters
- determine the method and process of performance appraisal that are suitable for the organisation
- design the rating system
- design the process to establish an effective link with the pay system
- identify key implementation considerations
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| Outline |
- Defining Performance Measurements
- linking performance management and performance appraisal
- identify performance factors that matters
- 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
- types of rewards
- Practical Considerations for Successful Implementation
- step by step guide to implementing the system
- why many appraisal systems failed
- how to get employees to be responsible for performance
- necessary skills of an effective appraiser
- how to address common appraisers' concerns
- sample appraisal forms
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| For Whom |
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HR managers and officers, line managers and supervisors who need to design, implement or manage performance appraisal system in the organisation.
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| Workshop Schedule and Fee |
| Course Date |
16 & 17 Sep 2010
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| Time |
9am to 5pm
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| Venue |
Hotel Rendezvous or similar
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| Early Bird Closing |
9/9/2010
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Fee Per Participant
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$680.00 (Early Bird)
$740.00 (Normal)
$640.00 (Member)
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Value Inclusion
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Fully implementable template, policies and procedures
in CD ROM format |
| Fee is inclusive of training materials, lunches and tea breaks. |
| Participants' Comments |
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"I have gained a better understanding of the need and process of the performance appraisal system. The skills learnt helped to assist in creating or implementing a performance appraisal system. Very good!"
- Ms Jerina Ng, Office Manager, Pisco (Singapore) Pte Ltd
"Through this programme, I have gained a general idea of how to design a performance appraisal for our organisation."
- Ms Rose Li Ming, Purchasing & Administration Manager, QSS Safety Products (S) Pte Ltd
"I have learnt the possibility of whether an appraisal system is appropriate for my company. The concepts and skills learnt will provide better knowledge and depth in appraising performance. Very good!"
- Mr Yap Yoon Shen, Manager, Singapore Components Pte Ltd
"The programme enabled me to have the knowledge on how to link the performance appraisal with the rewards."
- Mr Bob Tan, Finance & Administration Manager, VSL Singapore Pte Ltd
"After the programme, I am able to design a performance appraisal system and its links to rewards. I will redesign our existing performance appraisal forms and review our rewards system. Good!"
- Ms Gracie Lau, Finance & Human Resource Manager, NTN Bearing- Singapore (Pte) Ltd
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