BEGIN:VCALENDAR VERSION:2.0 PRODID:-//wp-events-plugin.com//7.2.3.1//EN BEGIN:VEVENT UID:2089@x8ti.com DTSTART;TZID=Asia/Singapore:20250526T090000 DTEND;TZID=Asia/Singapore:20250530T130000 DTSTAMP:20250213T195539Z URL:https://x8ti.com/event/performance-appraisal-training-course-for-manag ers-2/ SUMMARY:Performance Appraisal Training Course for Managers DESCRIPTION:Introduction\n\nPerformance Appraisal is an annual review cycle of an employee’s performance at the job and his/her contribution to the company. It is known by different names across the industry- Annual Revie w\, performance review\, evaluation or employee appraisal. The cycle of co nducting the performance appraisal varies in every company. The appraisals can be conducted annually\, semi-annually\, or quarterly.\n\nA Performanc e Appraisal is used by the company for several purposes-\n\n(a) to give a bigger picture of the contribution by the employee\n\n(b) to justify the h ike in salaries and bonuses\n\n(c) to offer learning and developmental pla ns\n\nIn the extremely competitive and volatile market of today\, the mana gers are required to showcase their expertise in conducting performance ap praisals\, especially because of the human emotions\, and the sensitivitie s involved.\n\nOn the one hand\, the employee starts thinking of changing the job as soon as the appraisal cycle starts. On the other hand\, the man agers fear that some employees would start getting disinterested at work o r might leave\, i.e.\, in case they do not give them the increment the tea m member ask for\, irrespective of their performance.\n\nThe key to succes s during performance review discussion lies in the ability of the managers to get to a buy-in from their team members\, which would be possible when they provide constructive feedback on their performance\, thus\, alleviat ing the attrition rate in the team and company.\n\nThis course on performa nce Appraisal by Xcelerate Training Institute will help the managers to ha ve powerful dialogues while leading performance review. It will also help the managers to objectively determine which employees have contributed the most to the company’s growth\, review progress and reward the high achi evers.\n\nLearning Objectives\n\n Improve and understand the transactions of the managers with their team\n Look at alternates to better their con versations with their team\n Increase the effectiveness of their transact ions\n To equip the managers with the skills required for a healthy dialo gue\n Understand the differentiation between a coach and a mentor\n Lear n and use the different methods to act as a coach and mentor\n Understand when to act as a coach and when to act as a mentor\n Keep their team mot ivated\n\nTraining Methodology\n\nWe at Xcelerate Training Institute\, off er a highly interactive presentation. This is accompanied by several manag ement games\, paper-pencil exercises\, activities\, role plays\, videos\, and robust practice sessions. You get an opportunity to exchange your idea s with other industry participants as well.\n\nBenefits for Your Organizat ion\n\n Higher productivity\n Improvement in retention rate\n Better In ter-personal relationships\n Improved culture\n Improved morale\n\nBenef its for You\n\n Build on their emotional competence\n Better Inter-perso nal relations with the team\n Develop their coaching and mentoring skills \n Healthy dialogues during review discussions\n Team Retention\n Highe r Team Productivity\n\nTarget Audience\n\nXcelerate Training Institute rec ommends this course for\n\n CHRO\, HR Team\n Senior Management Team\, Li ne Managers\n Heads of the Departments\n Existing Managers\, Supervisors \n Those who wish to manage the team in the future\n Anyone whose role i ncludes conducting appraisals\n\nCourse Outline\n\nINTRODUCTION\n\nSetting the Intent of the review discussion\n\nEncourage the group to share their personal experiences and fears around review discussion\n\nListing the sk ills\, the managers already have\, and the challenges they face\n\nPre-Pre paration\n\n Getting to know your team Members\n Do a SWOT of Self and t he Team\n\nBUILDING SKILLS FOR CONDUCTING EFFECTIVE DIALOGUES WITH THE TEA M\n\n Structure Communication for Rapport building with the team\n Devel oping Probing skills by asking the right questions\, Paraphrasing\, and su mmarizing\n Listening Skills\n\n Understanding the steps of Listening\, and its importance\n Honing your Listening Skills with special focus on r eflective listening\n\n\n Feedback\n\n Developing Feedback in general\n Difference between observation and judgement\n Understand how to bring e motional intelligence in sharing constructive feedback without diluting th e intent of what needs to be communicated\n Giving motivational feedback\ n Removing bias from review discussion\n Building a continuous culture o f regular and consistent feedback\n\n\n\nTRANSACTIONAL ANALYSIS (TA)\n\n Understand the concept of TA\n Understand the impact of TA on the review discussion\n Understand the concepts of EGO States- Parents\, Adult and C hild\n Understand the dominance of certain ego states and why with specia l focus on performance review discussion\n\n LEADERSHIP SKILLS ACCORDING TO SITUATION\n\nDIAGNOSE\n\n How to diagnose and ensure that the developm ent of the team member becomes the basis of performance review discussion\ n How to gauge a person’s competence and commitment to a task?\n How t o develop skills to successfully diagnose the developmental level?\n\nFLEX IBILITY\n\n Identify and understand the behaviors in four leadership styl es- Directing\, Coaching\, Supporting and Delegating\n Learn how a leader behave in all these leadership styles\n Understand the difference in all these leadership styles\n Understand how to start a conversation in thes e leadership styles\n Understand your flexibility level in relation to th ese styles\n Identify which style is the one\, you are most comfortable u sing\n Learn how to adapt your leadership style as per the situation\n P ractice how to diagnose the developmental level of the team member and the use of each of these four styles\n\nCOACHING AND MENTORING\n\n What is c oaching\, its importance\n Differentiate between coaching and mentoring\n Understand the six phases of coaching – Preparing\, negotiation\, enab ling\, feedback\, dealing with obstacles\, follow-up\n Understand where t o use coaching and where to use mentoring\n\nFOLLOW-UP\n\n Mutually agree and recording of the action plans for improvement\n Setting up timelines for follow-up\n\n \; ATTACH;FMTTYPE=image/jpeg:https://x8ti.com/wp-content/uploads/2025/02/Perf ormance-Appraisal-for-Managers.jpg CATEGORIES:Human Resources Management (HRM) LOCATION:Singapore Training Courses\, Shangri-La Singapore Hotel\, Singapor e\, Singapore\, Singapore X-APPLE-STRUCTURED-LOCATION;VALUE=URI;X-ADDRESS=Shangri-La Singapore Hotel\ , Singapore\, Singapore\, Singapore;X-APPLE-RADIUS=100;X-TITLE=Singapore T raining Courses:geo:0,0 END:VEVENT BEGIN:VTIMEZONE TZID:Asia/Singapore X-LIC-LOCATION:Asia/Singapore BEGIN:STANDARD DTSTART:20240526T090000 TZOFFSETFROM:+0800 TZOFFSETTO:+0800 TZNAME:+08 END:STANDARD END:VTIMEZONE END:VCALENDAR