360° & Competency Based Performance Appraisal Training Course in Hong Kong, Singapore & Malaysia

We have built our Performance Appraisal Training Course to be flexible in what it offers. Some of our clients require a general appraisal course that covers the subject in detail, whilst not taking managers out of the office for too long. Others require a faster and more specific performance appraisal training course, focusing on 360° appraisal. Some clients wish to spend time ensuring that their managers and supervisors perfect the process by adding a day where we focus on the application of behaviour-based interviewing principles to the performance appraisal process.

We mostly run this course as an in-house course either at the client’s venue, or online. We occasionally offer the Performance Appraisal Training Course as a public course in Singapore, Hong Kong or Online. When we do, we offer either the 1-day or 2-day versions. The length of the course will signify which of the syllabi below we will be covering.

The Importance of Performance Appraisal

• Define performance appraisal
• The purpose of performance appraisal
• Pros, cons and reputation of performance appraisal
• Making performance appraisal systems (legally) defensible

Preparing for the 360 Degree Performance Appraisal

• Deciding on competencies to assess
• Defining competencies
• Producing behavioral indicators to support performance
• Getting buy-in from employees
• Assisting employees to understand the competencies and how to rate each other
• Common pitfalls of 360 degree performance appraisal
• Devise and communicate 360 degree appraisal policies

Managing the 360 Degree Performance Appraisal Period

• Supporting employees
• Communication
• Best practice

The Performance Appraisal Interview

• The manager’s responsibilities in the performance review
• The employee’s responsibilities in the performance review
• Establishing rapport & being empathic
• Feeding back 360 degree appraisal reports to employees
• Appraisal interview skills
• Difficult situations (silence, disagreement, excuses)
• Discussing development needs, planning and goals
• Establishing a successful close

Building Performance Excellence

• Factors influencing an individual’s development
• Creating development plans that work
• Management and employee responsibilities in development
• Using the job as part of the development process
• The employee who does not change
• Identifying gaps between desired and actual performance
• Getting agreement to change
• Documenting change discussions
• Attitude and attendance problem

The Importance of Performance Appraisal

• Define performance appraisal
• The purpose of performance appraisal
• Pros, cons and reputation of performance appraisal
• Making performance appraisal systems (legally) defensible

The Performance Appraisal Process

• Designing and establishing from scratch
• Stakeholder expectations
• Management training requirements for performance appraisals
• Maintaining and monitoring the appraisal system
• Inter- and intra-rater reliability

The Performance Appraisal Form

• Job analysis
• Determining core competencies
• Designing the form
• Ratings
• Weightings
• Understanding a middle score (C or 3 score)

Preparing for the Performance Appraisal

• Manager’s responsibilities in performance assessment
• Employee’s responsibilities in performance assessment
• Top management responsibilities in performance assessment
• Building and understanding competencies
• Reliability and validity in performance assessment
• Types of performance appraisal
  • Traditional appraisal
  • Self-appraisal
  • 360° performance appraisal
  • Internet-based performance appraisal
• Weighting of performance information
• Being objective / avoiding cultural, gender and other biases
• Rating scales and rating errors
• Extenuating circumstances
• Writing up the appraisal report

The Performance Appraisal Interview

• The manager’s responsibilities in the performance review
• The employee’s responsibilities in the performance review
• Establishing rapport & being empathic
• Conducting the appraisal
• Interview skills
• Difficult situations (silence, disagreement, excuses)
• Discussing development needs, planning and goals
• Establishing a successful close

Building Performance Excellence

• Factors influencing an individual’s development
• Creating development plans that work
• Management and employee responsibilities in development
• Using the job as part of the development process
• The employee who does not change
• Identifying gaps between desired and actual performance
• Getting agreement to change
• Documenting change discussions
• Attitude and attendance problem

The syllabus for our 3-day course is the same as the 2-day course above, followed by the syllabus for our 1-day behavior-based interviewing course. Do note however that we shift focus in the day 3 interview training so that we target skills relevant to interviewing in performance appraisal rather than those specific to recruitment and selection.

360° Performance Appraisal Training Course Learning Objectives

By the end of this 1-day course, we expect delegates to be able to take an active role in reassuring employees about the appraisal process and to educate them about how to assess their peers and colleagues objectively. Furthermore, delegates should be able to understand 360° appraisal reports, feed them back to employees, seek evidence to support or refute the report content, and work with the employee to arrive at a development plan which incorporates the feedback from the 360 appraisal process, the job requirements and the organizational needs going forward.

2-Day Performance Appraisal Training Course Learning Objectives

By the end of our 2-day Performance Appraisal Training Course, we expect delegates to have a relatively in-depth knowledge of the performance appraisal process from start to finish. This includes an understanding of issues that may negatively impact the process, and how to maximize reliability, validity, fairness, objectivity and buy-in to the process by all stakeholders. Furthermore, delegates should be able to build competencies and behavioral indicators for assessment, know what constitutes evidence for effective or ineffective performance and be able to conduct a sensitive performance appraisal interview with employees that culminates in producing an effective and agreed-upon plan with SMART goals to facilitate employee development.

3-Day Performance Appraisal Training Course with Behavior-based Interviewing Learning Objectives

The objectives for our 3-day Performance Appraisal Course are the same as those for our 2-day course (above), with the added expectation that delegates will have a more significant understanding of the interview process and how to ensure they probe the employee in a positive way to arrive at real, objective evidence that supports the competencies being assessed and points being made by both employee and appraiser.

Our Performance Appraisal Training Course is typically attended by HR professionals, line managers and supervisors who are responsible for designing and/or conducting performance appraisals at work.

The course facilitator may vary from one course to the next but, PsyAsia International will always use Registered (Business) Psychologists who are experts in their field and who possess a minimum of a Masters degree in the specialty of I-O Psychology. Registered Psychologists are required to keep up-to-date in their field and must undertake extensive professional development every year. More often than not, our Performance Appraisal Training Course is facilitated by Psychologists with a Doctoral Degree in Psychology. Feel free to ask us for the profile of the psychologist who will be facilitating your specific course.

All delegates who actively participate throughout the entire Performance Appraisal Training Course will receive a Certificate of Attendance signed by the Psychologist Facilitator. For an additional fee, delegates may choose to be assessed for a Certificate of Competence. This will require additional work outside of the course.

• For those on our 1-day 360° Performance Appraisal Training Course, we ask you to undertake and video record a feedback session for a 360° Appraisal with a colleague.
• For those on our 2- or 3-day Performance Appraisal Training courses, we ask you to design aspects of a performance interview yourself and then undertake and video record a feedback session with a colleague.

You will upload your video files and supporting documents to a secure cloud server so that we can access it. Feedback will be provided in a 15-20 minute Online Meeting with the psychologist assessor and the Certificate of Competence will be issued for work that meets the required standard. This is an excellent and economical way to have a Psychologist check your work without paying a high Consulting Fee!!

The trainer was excellent; competent and engaging. Course content was well thought out.
Dorothy Lim
Deputy GM
Tanah Merah Country Club
Singapore

Gives a good insight into this form of appraisal and being more objective.
Ruby
PA
Tanah Merah Country Club
Singapore

A lot of practical applications, so it should be easier to remember what we learnt, even after the course!
Anonymous
Tanah Merah Country Club
Singapore

The course highlighted how 360 appraisal is definitely better than one angle view.
Samanth Tay
Golf Executive
Tanah Merah Country Club
Singapore

It fully explained the requirement to conduct a successful performance appraisal.
Bernard Tan
Senior Admin Coordinator
Tanah Merah Country Club
Singapore

The past couple of days have been excellent, thank you! We’ve been running PA annually for quite some time now. I’ve been enlightened by your course – there’s so much that we were doing wrong. I’ll advise anybody who is involved in performance appraisal to attend this course even if they are experienced and think they are doing it correct! Well done PsyAsia!
Anonymous
Regional HR Director of a multi-national bank
Singapore