Design the communication that makes appraisal linked to development understood rather than merely announced.
Periodic Performance Appraisal and Linking It to Professional Development
Develop the judgement and the documentation needed to run appraisal linked to development properly.
📍 Abu Dhabi🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
A process for appraisal linked to development that managers quietly work around has already failed. The organisation's reputation as an employer is built or lost through linked to development. Ambition around this part of people management and development outruns capacity unless the sequencing is deliberate. Organisations that document appraisal linked to development properly resolve disputes about it far more quickly. They acquire practical criteria for judging when the people management and development capability is working and when it is only appearing to. Participants who influence linked to development without directly controlling it will find the content directly usable. Exercises escalate in difficulty, ending with the ambiguous situations that make appraisal linked to development hard in practice. The course gives participants a defensible structure for linked to development and the judgement to adapt it. The course ends by identifying what the participant will stop doing to make this aspect of people management and development sustainable.
Expected Learning Outcomes
Establish what evidence would demonstrate that linked to development is under control.
Assess the cost of appraisal linked to development and the cost of leaving it as it is.
Draw practical lessons from failures in linked to development without assigning blame that suppresses reporting.
Build a concise people policy for appraisal linked to development that colleagues can follow without further explanation.
Build the evidence base on linked to development from data the organisation already collects.
Plan succession and continuity for the roles most exposed to appraisal linked to development.
Who Should Attend
Reward and compensation staff whose frameworks interact with appraisal linked to development.
Human resources managers and business partners responsible for linked to development.
Recruitment and resourcing staff affected by appraisal linked to development.
Consultants and advisers supporting clients on linked to development.
Legal and compliance advisers reviewing appraisal linked to development.
Compliance and governance staff whose remit includes linked to development.
Course Modules
Appraisal linked to development: capability across the management line
2 sessions · 8 pointsSession 1Reviewing appraisal linked to development against what actually happened
- Plan succession for roles most exposed to appraisal linked to development.
- Arrange the handover of linked to development so capability survives staff changes.
- Distinguish symptoms from causes when appraisal linked to development underperforms.
- Script the difficult conversation linked to development requires and rehearse it.
Session 2Keeping records on linked to development that are lawful and useful
- Set out the decisions in appraisal linked to development that require sign-off and by whom.
- Define who decides on linked to development and who may only recommend.
- Estimate the cost of appraisal linked to development and the cost of leaving it unchanged.
- Set the consistency check that catches uneven application of linked to development.
Linked to development: the manager conversation that decides the outcome
2 sessions · 8 pointsSession 1What to measure in linked to development and what to ignore
- Assign responsibility for keeping documentation of appraisal linked to development current.
- Review linked to development for unintended equity effects across groups.
- Decide what will be stopped to create capacity for appraisal linked to development.
- Identify the data the organisation already holds that bears on linked to development.
Session 2Applying linked to development consistently to the person you like least
- Identify the data already collected that bears on appraisal linked to development.
- Test the procedure for linked to development against a realistic scenario.
- Set the annual review point for appraisal linked to development and who attends.
- Train line managers on linked to development rather than handling every case centrally.
Linked to development: evidence, data and honest measurement
2 sessions · 8 pointsSession 1Explaining linked to development so people believe it
- Prepare the summary of appraisal linked to development that senior management will read.
- Rank the weaknesses in linked to development by consequence rather than by ease of fixing.
- Check that appraisal linked to development complies with current labour regulation in every location.
- Identify single points of dependency in linked to development and reduce them.
Session 2Who answers for appraisal linked to development, and to whom
- Define acceptance criteria for appraisal linked to development in advance.
- Agree the indicators that will show whether linked to development is improving.
- Measure the effect of appraisal linked to development on retention and performance, not activity.
- State the purpose of linked to development in one sentence a new manager would understand.
Linked to development: cost, benefit and workforce planning
2 sessions · 8 pointsSession 1Reviewing linked to development when nothing has gone wrong
- Ask employees what appraisal linked to development feels like from their side.
- Pilot changes to linked to development in one area before wider rollout.
- Plan the sequence in which improvements to appraisal linked to development will be introduced.
- Document the reasoning for every exception granted under linked to development.
Session 2Costing linked to development honestly, including the cost of inaction
- Confirm records relating to appraisal linked to development meet retention and privacy rules.
- Draft the minimum viable people policy for linked to development.
- Set escalation thresholds for appraisal linked to development that work out of hours.
- Rehearse the briefing on linked to development that would follow an incident.
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
Complete your registration
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