Handle exceptions to appraisal linked to reward consistently and document the reasoning.
Linking Performance Appraisal Outcomes to Rewards and Promotions
A working programme in appraisal linked to reward for managers who have to deliver with existing resources.
📍 Abu Dhabi🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Data on appraisal linked to reward is abundant; insight about it is not. The organisation's reputation as an employer is built or lost through linked to reward. The result is the confidence to make and defend decisions about this aspect of people management and development under scrutiny. Each session closes with a decision the participant must justify about appraisal linked to reward in their own setting. Ambition around this area of people management and development outruns capacity unless the sequencing is deliberate. Post-incident reviews keep identifying weaknesses in linked to reward that were visible long before the incident. It treats appraisal linked to reward as an operating discipline and equips participants to run it as one. It is designed for mixed groups, so that linked to reward is examined from more than one functional angle. The closing exercise tests whether the participant's plan for the people management and development discipline survives a hostile question.
Expected Learning Outcomes
Identify the failure points in linked to reward most likely to cause loss, and control them first.
Design the communication that makes appraisal linked to reward understood rather than merely announced.
Review linked to reward annually against what actually happened, not what was intended.
Integrate appraisal linked to reward into existing management routines rather than running it separately.
Estimate what linked to reward costs to run properly, and what is lost when it is not.
Build capability in appraisal linked to reward across the management line, not only in the people function.
Who Should Attend
Senior leaders accountable for the culture appraisal linked to reward produces.
Experienced practitioners formalising an approach to linked to reward that has grown up informally.
Employee relations specialists handling cases arising from appraisal linked to reward.
Reward and compensation staff whose frameworks interact with linked to reward.
Specialists advising senior management on appraisal linked to reward.
Talent and organisational development specialists working on linked to reward.
Course Modules
Appraisal linked to reward: review, learning and adjustment
2 sessions · 8 pointsSession 1Reviewing appraisal linked to reward when nothing has gone wrong
- Document the reasoning for every exception granted under appraisal linked to reward.
- Remove steps in linked to reward that add effort without adding assurance.
- Design the communication for appraisal linked to reward around the questions people will actually ask.
- Set out the decisions in linked to reward that require sign-off and by whom.
Session 2Building manager capability in linked to reward rather than owning it centrally
- Check that appraisal linked to reward complies with current labour regulation in every location.
- Compare the cost of linked to reward with the cost of its absence.
- Identify the data already collected that bears on appraisal linked to reward.
- Plan the sequence in which improvements to linked to reward will be introduced.
Linked to reward: evidence, data and honest measurement
2 sessions · 8 pointsSession 1Appeals and grievances arising from linked to reward
- Compare intended and actual outcomes of appraisal linked to reward honestly.
- Define the trigger that would require linked to reward to be redesigned.
- Train line managers on appraisal linked to reward rather than handling every case centrally.
- Confirm that reporting on linked to reward reaches the people who can act.
Session 2The exception to linked to reward that sets the precedent
- Review appraisal linked to reward for unintended equity effects across groups.
- Draft the minimum viable people policy for linked to reward.
- Write down the assumptions underpinning the approach to appraisal linked to reward.
- Reduce the variation in how linked to reward is carried out between teams.
Linked to reward: the manager conversation that decides the outcome
2 sessions · 8 pointsSession 1Keeping records on linked to reward that are lawful and useful
- Ask employees what appraisal linked to reward feels like from their side.
- Build the competence framework that supports linked to reward.
- Confirm records relating to appraisal linked to reward meet retention and privacy rules.
- Set the annual review point for linked to reward and who attends.
Session 2Reading the current state of appraisal linked to reward honestly
- State the purpose of appraisal linked to reward in one sentence a new manager would understand.
- Define who decides on linked to reward and who may only recommend.
- Build the appeals route for appraisal linked to reward and publish it.
- Prepare the response for the most likely failure in linked to reward.
Linked to reward: cost, benefit and workforce planning
2 sessions · 8 pointsSession 1What has to be agreed before work on linked to reward starts
- Name a single owner for each element of appraisal linked to reward.
- Identify the data the organisation already holds that bears on linked to reward.
- Set the consistency check that catches uneven application of appraisal linked to reward.
- Set out how exceptions to linked to reward are requested and approved.
Session 2Costing linked to reward honestly, including the cost of inaction
- Script the difficult conversation appraisal linked to reward requires and rehearse it.
- Agree the smallest change to linked to reward that would be visibly useful.
- Measure the effect of appraisal linked to reward on retention and performance, not activity.
- Distinguish symptoms from causes when linked to reward underperforms.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
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