Course Summary

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Runs monthly

Start Date

Flexible / Always Available

Certificate

Accredited Certificate

days

2 Days (Monthly)

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Course Details

Overview

The “Employee Performance Evaluation and Measurement” course is an applied training program designed to enable managers and professionals to conduct objective and effective performance evaluation processes that motivate employees and guide their professional development.

Performance evaluation systems often fail due to personal biases, poor design, or lack of connection to employee development. This course focuses on designing evaluation forms, training evaluators to avoid common mistakes, conducting motivating performance appraisal interviews, and transforming evaluation results into Individual Development Plans (IDPs).

Objectives

Program Objectives

Distinguish between objective and subjective evaluation, and select the most appropriate model according to the organization’s culture.
Design evaluation forms that include quantitative, descriptive, and behavioral measures.
Train managers on effective performance appraisal interview techniques and how to handle employees’ defensive reactions.
Apply methods to reduce common biases, such as the halo effect, central tendency bias, and cultural bias.
Link evaluation results to Individual Development Plans (IDPs), promotion decisions, and rewards.

Target Audience

Managers and team leaders responsible for evaluating their direct reports.
Human Resources and performance management professionals.
Human Resources Business Partners.
Entrepreneurs and small business owners.
Human Resources and Business Administration graduates.

Competencies

Core Competencies

Designing a Performance Evaluation Form

Preparing a balanced performance evaluation form that includes performance objectives, behavioral competencies, and organizational behaviors.

Conducting a Professional Performance Appraisal Interview

Leading an objective appraisal session that includes two-way feedback, discussion of performance gaps, and development of an improvement plan.

Avoiding Biases in Evaluation

Identifying six common evaluation biases and applying strategies to avoid them.

Transforming Evaluation into Development

Formulating an Individual Development Plan (IDP) based on evaluation results.

Linking Evaluation to Incentives Fairly

Applying a matrix that links evaluation scores to rewards and promotions.

Learning Journey

Program Outline

Day 1: Designing the Performance Evaluation System and Its Tools

Objectives of Performance Evaluation

Distinguishing between development objectives and reward/promotion objectives, and understanding how mixing them can affect the validity of the evaluation.

Types of Evaluation Forms

Self-assessment, manager assessment, multi-source assessment (360-degree feedback), peer assessment, and customer assessment.

Evaluation Scales

Quantitative scales, such as 1–5 and 1–10; descriptive scales, such as Excellent to Unacceptable; and behavioral scales, such as BARS – Behaviorally Anchored Rating Scales.

Designing an Evaluation Form Template

Developing a comprehensive template that combines objectives, competencies, and behaviors, with clearly defined relative weights.

Biases in Evaluation

The halo effect, central tendency bias, first impression bias, cultural bias, emotional bias such as leniency or severity, and mitigation strategies.

Practical Application

Designing an evaluation form for the “Leadership” competency using a BARS scale with behavioral examples.

Day 2: Conducting Performance Evaluations and Feedback Interviews

Preparing for the Performance Appraisal Interview

Collecting objective evidence, including achievement records, performance incidents, and feedback from others, and preparing the meeting agenda.

The Three-Stage Performance Appraisal Interview

Opening the session, discussing performance, including strengths and development areas, and concluding with an agreement on the development plan.

Handling Defensive Reactions

Active listening techniques, acknowledging emotions, redirecting the discussion toward solutions, and avoiding confrontation.

Individual Development Plan (IDP)

Formulating a development plan consisting of performance gaps, SMART development objectives, activities such as training courses, mentoring, and job rotation, and a clear timeline.

Linking Evaluation to Rewards

A matrix linking performance to annual incentives and salary increase percentages.

Comprehensive Case Study

Simulating a performance appraisal interview between a manager and an employee based on a completed evaluation form, with the group assessing the manager’s performance during the session.

Assessment and Review

A short assessment and comprehensive review.

Enrollment Summary

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Overview

Program Objectives

Distinguish between objective and subjective evaluation, and select the most appropriate model according to the organization’s culture.
Design evaluation forms that include quantitative, descriptive, and behavioral measures.
Train managers on effective performance appraisal interview techniques and how to handle employees’ defensive reactions.
Apply methods to reduce common biases, such as the halo effect, central tendency bias, and cultural bias.
Link evaluation results to Individual Development Plans (IDPs), promotion decisions, and rewards.

Core Competencies