TRAINING & EMPLOYMENT SERVICES

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Appraisal Systems

The content will be specific to each client, individual delegate and group, and their particular requirements, but may include elements of the following:

	Why have an appraisal system?
	Performance Management models
	Designing an appraisal system to meet the specific needs of the business
	Appraisal planning and preparation
	Setting performance objectives
	Measuring outcomes
	Giving constructive feedback
	Rewards linked to outcomes
	Promotion and succession planning
	The appraisal interview
	Anticipating difficult issues during the interview
	Training needs analysis
	Personal development plan
	Follow-up actions
	Who should contribute to the appraisal process?
	360 degree appraisals

Personal and Organisational Learning Outcomes

	Plan and design an effective appraisal system
	Ability to conduct appraisal interviews effectively
	Enable individuals to meet personal objectives
	Develop good working relationship with employees
	Improved morale of the workforce
	Help set performance criteria
	Open communication channels and improved information flow
	Provides direct correlation to Key Performance Indicators

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Last modified: October 12, 2004