Course  Objectives

• Developing participants’ cognitive aspects and sharing the intellectual methodologies of the performance appraisal and management system.
• Enabling participants to acquire the skills of planning, designing, monitoring and developing the performance appraisal system.
• Providing participants with the necessary expertise and experiences in evaluating and improving the performance of employees in different job locations.

Who should Attend?

• Assistant directors-general of Human Resources, training and evaluation sectors, managers of human resources, training, planning, studies, research and managers of development and internal organization and quality, Whether in government institutions and private companies or civil society organizations can get benefits of this training course. The personnel who are prepared and rehabilitated to implement the aforementioned tasks and those who are desirous to develop their institutional appraisal can also attend.

Course Schedule

The intellectual and philosophical framework of the performance appraisal system

• The concept and objectives of performance appraisal and the evolution of managerial thinking in performance management.
• Objectives and responsibility for performance appraisal.
• The role of performance appraisal in the development of career performance.
• Methods and techniques of performance appraisal.
• Evaluating traditional performance and its effects on the performance of employees.

Planning and formulating performance targets

• Identifying and formulating of targeted performance.
• Setting performance standards
• The most important problems in setting performance rates
• Performance planning problems
• Cooperation and coordination between managers and personnel at the planning stage
• Using job description systems to set performance targets

Monitoring and directing performance measurement

• Discussion and monitoring sessions and flexibility of amendment.
• Field-based mechanisms for performance follow-up.
• Processes of documenting achievements and failures.
• Measuring the actual performance and compare it to the determinant.
• The culture of performance appraisal and development interviews.
• Methods of conducting performance appraisal interview.
• Problems of performance appraisal interview.

Developing and improving performance

• Training on the improvement and development of performance competencies.
• Competency -based training curriculum.
• Features and disadvantages of the competency-based training curriculum.
• Evaluating the training competency-based curriculum.
• Strategies to address the performance gap.
• Analyzing the problems of worker performance.

Recent trends in performance appraisal

• Designing meetings and interviews for performance appraisal.
• Integrating planning and feedback into performance appraisal.
• Suitability of techniques and methods of evaluation with the nature of the work.
• Limiting the individual arrangement.
• Designing the style and method of documenting results.