Event Date: 14 September 2022
Event Time: 9.00am – 12.30pm, half-day
Location: Zoom Platform
By Martin Gabriel, Chairman, HRmatters21 Committee
Fees: S$270.00 (GST will not be applicable)
Fees: RM680.00 for Sdn Bhd Companies
Performance Appraisal is administered by numerous organisations to review and assess the work performance of their employees. This is to enable development plans, confirmation, performance rewards, promotions, and an enlargement of job duties if the employee proves to be worthy. It is an opportunity for the Managers and/or Supervisors to coach and give feedback, both positive and negative, on a regular and timely basis so that their staff can grow and develop. In setting clear performance objectives to achieve, both supervisors and staff would then have a clear plan and targets to achieve.
- Defining Performance Appraisal & what it is NOT
- Recognise the importance of having a performance appraisal process that is both objective and effective
- Identify the performance appraisal process, the staff inputs, supervisor and organisation play in the process and cycle
- Acknowledge the element of biasness – Recognizing it
- Engage in open and objective dialogue with one another during appraisal to set performance standards
- Work together with staff to set mutually agreed performance targets and standards.
- Bell curve method of evaluation
- Understanding the recency, halo, horn effect, etc.
- Implement effective strategies that increase staff motivation to perform better, manage low achievers and handle any disagreement in expectations.
- Develop skills in observing and giving feedback, listening and asking questions for effective coaching and improve performance.
- Use the staff development plan to set, monitor and measure the progress of performance targets to be achieved
- Quantifying methods that is less opinionated
- Designing a proper form
- Rewards system
- The actual PA Interview
Martin Gabriel began his career with the Ministry of Manpower as an Inspector enforcing the Employment of Foreign Manpower Act. His 3 years with the Ministry provided Martin with the experience of understanding labour regulations and was an inspiration in his decision to make Human Resources his career after leaving the government service.
With more than 20 years of experience as a HR Practitioner, Martin embarked upon forming a HR community that is the biggest, and most vibrant in Singapore. Martin is presently the Chairman and founder of HRmatters21, an online HR interest group which provides a vibrant forum with HR issues being discussed. As a Senior HR Consultant / Advisor, Martin provides advice & consultancy to numerous companies in Singapore, Malaysia and Indonesia. Martin is also involved in the development of Human Resources in Singapore.
With his vast experience in Human Resources, he has been engaged by many companies to draft or review their HR policies and employment contracts.
Martin’s experience has also expanded into training. To date, over 6,000 HR personnel and Managers from Non-HR functions have attended his training programmes. Martin holds a Bachelor of Commerce with double major from the University of Tasmania and a Diploma in HRM.
Martin can be contacted at the following e-mail: firstname.lastname@example.org
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