Unlock the secrets to effective performance appraisals and help your team thrive with this easy-to-understand course!
This course is all about helping you nail performance appraisals! You'll learn how to conduct them in a way that actually helps your team shine instead of causing stress. With practical tips and real-life examples, you’ll be set to help everyone unlock their potential.
Discover how to encourage development so that each person in your team achieves their full potential.
In some organisations the periodic formal meeting between a manager and a member of staff is called a performance appraisal. In others it’s just called an appraisal; or an appraisal review or a performance review – the terms vary.
The aims of these reviews can also vary. They can include: improving performance; assessing achievements against objectives; reviewing levels of competence; solving problems; developing the employee’s skills and career; and setting fresh objectives.
The aims of the appraisal tend to reflect the priorities of the organisation. It is important, though, that the appraisers who are being trained reflect on what they want to get from appraisals and on what they think appraisees will want.
There has to be something in the appraisal process that will be seen to be of benefit to the participants – failure to recognise this has probably been one of the root causes of the lack of success of so many appraisal systems.
Appraisals can be a cause of anguish for both the person being appraised and the appraiser. Â But the good news is that properly conducted appraisals can be hugely rewarding for both parties.
Achieving higher performance does not happen automatically; success depends on the human skills of the person at the sharp end – the appraiser. Very often – with the best intentions – managers get appraisals wrong. This training resource has been especially designed to help them get it right!
Based on accumulated research findings and practical experience from across the world. This Skill Boosters course complements widely differing appraisal processes by concentrating on the universal aims of appraisal – making a fair and accurate assessment of performance and carrying out the appraisal discussion in a way that motivates appraisees rather than turning them off.
Properly conducted appraisals can be hugely rewarding to both appraiser and appraisee, whatever their level or organisation. This resource will help appraisers to discover how they can encourage development so that each person in their team achieves their full potential.
This Skill Boosters course uses dramatised scenarios to highlight the key learning points and provides opportunities for managers to observe best practice in planning for and conducting the appraisal meeting.
structure a successful appraisal interview
identify and use competencies
set SMART targets
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At Skill Boosters we work with leading subject matter experts to design, develop and deliver effective video based training for the workplace.  We are passionate about delivering impactful training which helps to build productive, tolerant and inclusive individuals, teams and workplaces and which improves lives and life chances. Our courses combine video drama, expert analysis, documentary sequences and interactive study...
Yes, as a manager it is good relevant information.
it gave me some good ideas
Proper and useful technics
Video quality not great but useful content and easily digestible in 1 go, will be reviewing prior to running appraisals
I like how each part of the performance review is broken down and how they show the mangers ability to encourage the employee to share her opinions first.
This course provides good next steps for only the first few videos, then plays out like an acted show without the suggestions for the last sections, as if it has forgotten it was to be a Udemy course. The scenarios are all very real and relatable, but the structure of teaching is missing in intentionality to the end
This training covers the main takeaways of a performance appraisal process, I liked the emphasis on positive feedback and dealing with difficult situations examples
So far - yes.
yes
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Paula-anne P. J.
Its okay but its old - the images/persons are from a time gone by