Performance appraisal is an unavoidable supervisory activity as employees look forward to understand how their superior views their performance. Linking performance appraisal to rewards makes the session even more sensitive to handle.
Just how can the appraiser handle such a delicate situation with control and confidence? How can the appraiser deal with different employee styles? How can the appraiser give feedback based on well documented facts? What are the characteristics of a good interview that appraisers can emulate?
This course is designed to equip leaders and managers with a holistic perspective to managing staff performance, practical insights to manage staff performance confidently, as well as useful tools to help determine performance expectations and work targets, monitor staff progress in performance, provide conducive timely feedback, assess performance objectively and consistently, as well as facilitate effective coaching, check-in conversations, and appraisal discussions.
At the end of the programme, participants will be able to:
- Adopt a regular and continuous approach to manage staff performance successfully
- Set performance and behavioural expectations for staff based on their job duties and organisational requirement
- Monitor staff performance accurately in order to provide conducive and timely feedback
- Assess staff performance in a consistent manner so as to maintain their credibility as an objective and fair leader
- Engage different employee types in appraisal discussion and discuss performance issues with the correct focus
- Improve on the effectiveness of how learning & development plans has been carried out within their teams
Outline
1. Key to Successful Performance Management
- How to manage staff performance successfully
- What are the key activities in performance management
- What roles do appraisers and staff play in performance management
2. Understanding KPIs & Goal Setting
- What types of goals to set for staff
- How to determine work targets based on job duties
- How to write SMART goals
- How to guide your staff to achieve complex goals
- How to interpret behavioural requirements consistently
3. Coaching & Timely Intervention
- How to keep track of employee performance and progress effectively and accurately
- How to provide feedback in a timely and conducive manner
- How to deploy coaching effectively to guide staff in their performance
4. Reviewing Assessment Criteria
- How to rate staff performance as objectively and consistently as possible
5. Preparing for Appraisal Interview
- What is the objective and scope of discussion for appraisal interview
- How to better structure the discussion agenda to get better receptivity from the staff
- What are the common pitfalls to avoid in an appraisal interview
6. Process & Techniques to Manage Different Employees
- What are the different employee types in appraisal discussion
- How to manage the different employee types for a successful appraisal discussion
7. Establishing and Reviewing Learning & Development Plans
- How to diagnose the underlying causes in performance gaps of my staff
- How to establish an individual development plan for my staff
| | | | | | |
|---|
| Individual/Non-SME, PR, and SC aged 21-39 years | | MCES, SC aged 40 and above | | SME-sponsored (ETSS)
SC/PR, any age | |
| Up to 50% baseline subsidy | | Up to 70% subsidy | | | |
| Without GST (S$) | With GST (S$)* | Without GST (S$) | With GST (S$)* | Without GST (S$) | With GST (S$)* |
| Original Fee | 720.00 | 784.80 | 720.00 | 784.80 | 720.00 | 784.80 |
| After subsidy | 360.00 | 424.80 | 216.00 | 280.80 | 216.00 | 280.80 |
| 90% SFEC disbursement amount (if eligible) | | | | | | |
| 90% payout | – | – | – | – | 194.40 | – |
| Actual cost | – | – | – | – | 21.60 | 86.40 |
| * 9% GST is based on full course fee | | | | | | |
 | | | | | | |
(if applicable)
Individuals
- SkillsFuture Credit (SFC): Please refer to the following guides on how to claim your SkillsFuture Credit.
Mobile | PC
- WSS Funding: Singapore Citizen aged 30 and above, earning $2,500 or less per month are eligible for Training Commitment Award (TCA) of up to $1,000 for courses attained during eligibility period. Click here to find out your eligibility.
- MCES Funding: Singapore Citizen aged 40 and above.
- Post-Secondary Education Account (PSEA): For individuals below 31 years old. Please click here for how to claim your PSEA funds. For the step-by-step guide on submitting PSEA Withdrawal Form, click here.
Organisations
- Enhanced Training Subsidy for Small Medium Enterprises (ETSS): If your business meets SME criteria, you are eligible to enjoy up to 70% in Enhanced Training Support for SMEs (ETSS) for any SC or PR employee that you sponsor for training, on top of baseline subsidies.
- Absentee Payroll: You can now easily apply for absentee payroll through the Enterprise Job Skills (EPJS) Portal. Sponsoring employers of Singapore Citizens aged 30 and above, earning $2,500 or less per month, are eligible for AP at up to 95% of trainee’s basic hourly salary, capped at $13 per hour. Click here for more information.
- SkillsFuture Enterprise Credit (SFEC): Eligible companies can benefit from an additional 90% funding support from their out-of-pocket training expenses. Find out if your company is eligible here.
For more information on all training subsidies for employers: Funding information
For more information on self-sponsored training: Funding information
