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JUSTLINE MALAYSIA

Employee Performance Appraisal: The Tools & Tips

A pocket full of tips and techniques for appraises on how to prepare for an appraisal to get the best results.

Date : 29 - 31 October 2012 Venue : Royale Chulan Hotel, Malaysia

NW -05 -12, Cova Square, Jalan Teknologi, Kota Damansara, PJU 5 47810 Petaling Jaya, Selangor. Malaysia. www.justline.com.my Contact our (Office) +603 - 6142 2536 (Mobile number) +6016 632 4993 (Fax) + 603 6142 2537 (Email) info@justline.com.my

Employee Performance Appraisal: The Tools & Tips

Managing performance is a critical part of every managers job in todays competitive world. A performance appraisal (PA) or performance evaluation is a systematic and periodic process that assesses an individual employees job performance and productivity in relation to certain pre-established criteria and organizational objectives. Other aspects of individual employees are considered as well, such as organizational citizenship behaviour, accomplishments, potential for future improvement, strengths and weaknesses. To collect PA data, there are three main methods: objective production, personnel, and judgmental evaluation. Judgmental evaluations are the most commonly used with a large variety of evaluation methods. A PA is typically conducted annually. The interview could function as providing feedback to employees, counselling and developing employees, and conveying and discussing compensation, job status, or disciplinary decisions PA is often included in performance management systems. Performance management systems are employed to manage and align all of an organizations resources in order to achieve highest possible performance. How performance is managed in an organization determines to a large extent the success or failure of the organization. Therefore, improving PA for everyone should be among the highest priorities of contemporary organizations. Some applications of PA are performance improvement, promotions, termination, test validation, and more While there are many potential benefits of PA, there are also some potential drawbacks. For example, PA can help facilitate management-employee communication; however, PA may result in legal issues if not executed appropriately as many employees tend to be unsatisfied with the PA process. PAs created in and determined as useful in the United States are not necessarily able to be transferable cross-culturally. Some of the areas to be looked into include: Applications of Performance Appraisal Results Potential Benefits of Performance Appraisals Potential Complications of Performance Appraisals Who Conducts Performance Appraisals Human Resource Management & Performance Management When Performance Appraisals are Conducted Methods of Collecting Performance Appraisal Data Objective production Personnel / staffing- recruitment & selection Judgmental Evaluation Organizational Citizenship Behaviour Performance Appraisal Interviews Employee Reactions to Performance Appraisal Performance Appraisal and Legal Implications Cross-Cultural Implications of Performance Appraisal Without these tools to enhance the individual and team performance will not just happen. It has to be managed through improved dialogue and process which are are relatively simple and involves: 1. Clarifying expectations with the job holder a little bit better than before 2. Providing reasonable regular feedback against these expectations These 3 day course demonstrates with clarity how performance appraisal in a very simple format can be the vehicle for improving performance and enhancing growth of individuals. One key result and goals are in place, regular reviews and performance discussion ensures that the appraisal is kept well-oiled. However most organisations are under pressure to improve performance whilst managers are frequently being asked to get more from fewer resources. At the same time, employees in many organisations are asked and sometimes pleading for better and more direct feedback on their performance. The performance of an organisation depends directly on the performance of its key people. The success of these organisations will therefore depend on the goals of all these key people/ units such as their goals which include: Objectives and benefits Clarity about job descriptions Setting goals Reviewing performance on the job Preparing and conducting performance discussion Essential features of effective systems

Background of this course:

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Employee Performance Appraisal: The Tools & Tips

DAY 1
HIGH PERFORMANCE CULTURE Organisations aspiring to high performance culture are to be strong on: Clarity about objectives and goals Continuous assessment of performance and feedback Recognition of performance Personal development of individuals Job descriptions review Improvement of compensation and benefits Career and succession planning Management of performance KEY BENEFITS OF PERFORMANCE Standards of performance Quality of performance Resources used Support and assistance Further training and development Commitment and behaviours Doing things in different ways and systems 2-way process employee-employer FAILURES OF APPRAISAL Favouritism Seniority Serendipity Popularity Attractiveness Lack of adequate job description Insufficient compensation

DAY 2
PERFORMANCE MANAGEMENT Organisational commercial service Quality and profit objectives Organisation mission and vision Department mission and objective Job description and key result area Performance quality and personal standards Performance appraisal Pay and remuneration Career potential Career succession Training and development Identification of vital elements of the job Contribution to effectiveness Focus on results rather than activities Balance scorecard application and measurement KEY RESULT AREAS Output and cost Customer service and service quality Communication Time management Employee relation Career development Profitability and teamwork Delegation

MANAGING APPRAISAL If employees can be assisted to work more effectively, then the organisation will out-perform the competition by delivering good service more effectively or better quality and at lower cost. Appraisal therefore helps management of get the best out of people when done properly. It gives greater objectivity about a persons contribution with the companys success depending on the form of appraisal which includes any of the following: Direct link between performance and pay Direct link between performance and promotion Direct link between performance and training Better employee management relation Improve employee-manager information flow about needs and expectations Objectives scheme that checks against discrimination and help fulfil statutory obligation on equality and fairness Evaluate selection and promotion procedures Measure effectiveness of organisational external training schemes

APPRAISAL: WHAT AND BY WHOM To be fair and effective the appraisal has to meet the following requirements: Agreed objective standards of work Agreed ways of measuring work Objectivity and fairness in performance comparisons Agreed performance target about what is / unacceptable Improve fairness because appraisal can be made based on facts rather than on feelings and subjective judgement PERFORMANCE STANDARDS To be effective work standards should meet as many of the following criteria as possible: Make a difference to success and failure of the job To be mainly within the control of the person doing the job Be observerable, measurable and objectives rather than subjective Allow changes and priorities and environment especially more senior jobs Enable 2 or more holders of the same or similar jobs to be compared with one another fairly and equitably Open to third party examination should there be a difference of opinion

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Employee Performance Appraisal: The Tools & Tips

DAY 2 cont
APPRAISAL CRITERIA Good appraisal is as objective as possible so that you can appraise essentially you have done or not done and this aspect of the job which can be seen, measured or directly inferred as a direct result of your behaviour at work which includes the following areas: Accuracy Achievement Attendance Attitude to work Cost control Creativity Customer awareness Effort Initiatives Job knowledge Management ability New customers won Number of error, return or complain Potentials Punctuality Quality Quality of work Relationships with staff and customers Reliability Self-development Supervisory skills Team contribution and time keeping

DAY 3
Uses of Performance Appraisal Yard-stick to measure performance Maslows Theory of the Hierarchy of Needs Matching Employee Needs to Organizational Needs Matching Superiors requirements to Employee performance Superior responsibility in objective assessment Lack of objectivity Subjectivity of the Appraiser Halo error effect Leniency Central Tendency Syndrome PERFORMANCE APPRSIASAL THE USES & TOOLS Performance Appraisal System Using the Performance Appraisal effectively Assessing your own assessment Areas of emphasis/conflict in measuring assessment Using the past assessment to measure the present Interview appraisal method of assessment When do you assess? Maintaining performance levels through assessment External factors affecting Performance Appraisal Internal factors affecting Performance Appraisal Using external and internal factors to your advantage Assessment through group basis MEASUREMENT OF APPRASAL- APPRAISAL TIPS The Appraisal Appraisal Areas Preparation for the Appraisal Writing The Appraisal Do & Donts in a Performance Appraisal Goals Setting Self Esteem in a performance Appraisal Structuring The Appraisal The Appraisal Discussion Framing Disagreement Criticism Feedback Problems With Appraisals Common Problems With Appraisals Removing Problems Summary Post Assignment Action Plan FINAL REVIEW

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Employee Performance Appraisal: The Tools & Tips

Trainers Profile
Dr. John Bosco Fernandez ,(PhD[US],MBA[UK], MBA/THRD [US],BBA [US]PG-DHRM[UK], Cert. Counselling [MAL], Cert. in Project Management and Contract Administration [ UK],Certified Master Class Trainer , Certified NLP Practitioner, NLPU,ABNLP Certified Advance Hypnotherapy ABH,ACHE) and Honorary Secretary, Malaysian Association of Human Resource Consultants (MMAHRC), Member, Malaysian Association of Professional Speakers (MMAPS), Member, International Federation For Professional Speakers (IFFPS), Member, International Association of Trainers for Anger Management (MIATAM) and Member, Malaysian Society of Complementary Therapy, (MMSCT) with more than thirty years experience in the practice of Human Resource Management, Administration , Operations Management and currently sits in the Technical Panel of JPK evaluating the National Occupational Skills Standard (NOSS) for Human Resource Management Certification and a member of the Technical, Vocational and Education Training NOSS Development Committee A Human Resources professional with considerable experience across Production and Operations in senior and regional portfolios in multinational organizations in consulting, manufacturing and mining industries. He had partnered with senior management teams over the past 30 years in formulating strategic human resource alignment; talent management / organizational development, employer branding, employee engagement, retaining and developing talent, process improvement and total quality management. A strong people oriented person; firm believer that process improvement starts with people development and individual / team growth. A highly motivated, creative and ambitious person who thrives on challenges with excellent interpersonal, communication and coaching skills. Had formulated and designed in-house training programmes, performance appraisal systems, set up MBO, KPI and KRA for all levels of employees and conducted various methods of assessment to validate the effectiveness of the implemented programmes and is a human capability improvement specialist. Believing that peoples body and mind can be pushed to the highest acceptance level by fitting the development initiative to individual needs thus promoting the desire to develop through experiential learning. Over the years Dr.Fernandez has conducted various training programmes particularly in the area of Human Capital Management, Employee and Industrial Relations, Process quality management and Personal Development and Empowerment.

Contact our (Office) +603 - 6142 2536 (Mobile number) +6016 632 4993 (Fax) + 603 6142 2537 (Email) info@justline.com.my

Employee Performance Appraisal: The Tools & Tips

REGISTRATION FORM
Please complete this form immediately and fax it over to + 603-6142 2537 or email: info@justline.com.my
Name: ______________________________________ Position: ____________________________________ Email: ______________________________________ Name: ______________________________________ Position: ____________________________________ Email: ______________________________________ Name: ______________________________________ Position: ____________________________________ Email: ______________________________________ Organisation: ________________________________ Address: ____________________________________ ____________________________________________ City: ________________________________________ State: _________________ Postcode: _____________ Tel: ___________________ Fax: __________________ Nature of Business: ____________________________ Company Size: 1-9 100-249 10-24 250-499 25-49 500-999 50-99 1000+
1. Fees are inclusive of program materials and refreshment/food but not accommodation and transportation. 2. Following completion and return of the registration form, full payment would be required up to 14days and substitution can be made within this period but cancellation within this period will attract a fee of 50% the course fee. 3. All intellectual property rights in all materials produced and any unauthorised duplication or distribution is prohibited . 4. This agreement shall be governed and construed in accordance with the law of Malaysia and the parties submitted to the exclusive jurisdiction of the Kuala Lumpur Courts in Malaysia. However, JustLine Enterprise only are entitle to waive this right and submit to the jurisdiction of the courts in which clients office is located 5.Client hereby acknowledges that he/she specifically authorises that Justline can receive the payment as per the course of which the agreement was produced and signed to confirm with full intentions.

Delegates Registration Agreement

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1. Payment by telegraphic transfer Payment to be made upon receipt of an invoice with our bank details upon confirmation via registation form Any cancellation one (1) week prior to the event date shall attract a 50% charge of the course fee and 1 to 2 months prior to the event is (10%) The management have the right to change the date and venue of the event with notice 2. Payment by Credit Card: Please debit Visa MasterCard Amex Diners

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Early bird discount,book before 27th September: USD 1,250 After 27th September: USD 1,750 per delegate.

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In-house training is also available. Contact our (Office) +603 - 6142 2536 (Mobile number) +6016 632 4993 (Fax) + 603 6142 2537 (Email) info@justline.com.my