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Provided by: 123-CBT Computer Based Training Performance Reviews |
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Training
Provided by 123-CBT Computer Based Training
Appraisal interviews are the culmination of the ongoing performance appraisal process. The first part of this process begins with modeling an effective performance discussion. Then, when a manager actually knows what he is aiming for, he can use this knowledge to plan and conduct a really worthwhile, efficient performance meeting. Appraisal meetings aren't always easy encounters, even when they are planned. Sometimes, a manager will have to tell an employee that his performance isn't good enough--despite all earlier efforts. This course gives sound practical advice about how to handle the appraisal of someone who is a consistently poor performer. Appraisees aren't always passive recipients of their manager's assessments, so this course prepares managers for the more difficult reactions they will encounter. All this will make the appraisal meeting a practical and successful event. But to make it purposeful, a manager must develop better performance in her employees. This means both creating the best performance opportunities and identifying the steps a manager must take to develop her team members. Too often, training is the sole and unfocused response by many managers to their employees' development needs. This course ends by explaining how training can, in fact, be used effectively and purposefully in development. This course rejects the view held by many managers and employees that appraisal meetings are a bureaucratic and pointless activity. Instead, appraisal meetings can be designed to be both productive and practical.
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Performance Reviews
Overview:
Appraisal interviews are the culmination of the ongoing performance appraisal process. The first part of this process begins with modeling an effective performance discussion. Then, when a manager actually knows what he is aiming for, he can use this knowledge to plan and conduct a really worthwhile, efficient performance meeting. Appraisal meetings aren't always easy encounters, even when they are planned. Sometimes, a manager will have to tell an employee that his performance isn't good enough--despite all earlier efforts. This course gives sound practical advice about how to handle the appraisal of someone who is a consistently poor performer. Appraisees aren't always passive recipients of their manager's assessments, so this course prepares managers for the more difficult reactions they will encounter. All this will make the appraisal meeting a practical and successful event. But to make it purposeful, a manager must develop better performance in her employees. This means both creating the best performance opportunities and identifying the steps a manager must take to develop her team members. Too often, training is the sole and unfocused response by many managers to their employees' development needs. This course ends by explaining how training can, in fact, be used effectively and purposefully in development. This course rejects the view held by many managers and employees that appraisal meetings are a bureaucratic and pointless activity. Instead, appraisal meetings can be designed to be both productive and practical.Pre-Requisites:
noneTarget Audience:
Supervisors, managers, and human resource managers with responsibility for conducting performance appraisalsModality:
WEBLesson:
Course Overview|Lesson Overview| - recognize the benefits of conducting effective performance appraisal discussions.|Effective Performance Appraisal Discussions| - match the characteristics of an effective performance appraisal discussion with examples.|Planning for the Discussion| - match the stages of planning for appraisal discussions with the appropriate methods.|Conducting the Performance Appraisal Discussion| - conduct an effective performance appraisal discussion in a given scenario.| - in a given appraisal discussion, match the activities that a manager undertakes with associated stages.|Lesson Overview| - recognize the benefits of effectively managing difficult appraisals.|Handling the Consistently Poor Performer| - administer a disciplinary response to a consistently poor performer in a given scenario.| - identify the criteria for a disciplinary response in a given situation.|Reactions to Appraisal| - match the different types of difficult appraisees with examples of responses.|Managing the Emotional Appraisee| - use techniques to effectively manage the emotional appraisee in a given scenario.| - in given situations, identify characteristics of the principles of managing the emotional appraisee.|Lesson Overview| - recognize the benefits of supporting employees to improve performance.|Creating the Best Performance Opportunities| - create the best performance opportunities in a given situation.| - identify characteristics of challenging development projects from examples.|Developing Employees| - develop employees in a given scenario.| - identify the characteristics of effective coaching and motivational techniques.|Training| - apply designated rules to maximize the effectiveness of training programs.|
About The Training Provider: 123-CBT Computer Based Training
123-CBT Computer Based Training - 123-CBT offers discount pricing on top quality eLearning
programs from leading computer based training providers. Many of the training courses are available both online or on CD so that you can study at home at your own pace:
E-Learning available for
- ABAP 6. 10
- Access 2003
- Acrobat 6. 0
- ASP
- ASP. NET
- C
- Captivate 1. 0
- Crystal Reports 8. 5
- Crystal Reports v10
-...
