2. Help company to make decisions on work conditions,
promotions, terminations and rewards
Manager can address performance issues and
encourage better performance
Supports company goals and objectives and
contributes to the bottom line
What are the benefits to the
company?
3. Helps employee’s motivariton
Improves communication
Employee can share career goals
Benefits for the employee
4. Meet in a conference room
Manager reviews job description and performance goals
Manager reviews prior goals from the last six months
Manager reviews work rules and procedures
Managers reviews documentation of work performance
Manager reviews feedback from colleagues
Manager reviews disciplinary memos
Manager reviews prior performance review
Pre Appraisal Activities
5. Manager reviews self review
Fill out the review form:
List employee’s duties
Fill out what the employee has done well
Fill out what the employee needs to approve on
Fill out how you can help the employee to improve
their work
Pre Appraisal Activities cont.
6. Providing invisible feedback
Springing the surprise
Becoming the psychologist
Putting the spotlight on flaws
Delivering the lecture
What can go wrong during the
performance review?
7. Halo effect
Horn effect
What can go wrong during the
performance review?
8. Set expectation early and set up “performance
planning at the beginning of the year
Laying the groundwork
Set the tone
Constructively coach
Hold your ground
How to make sure the performance
appraisal adds value
9. Manager and employee meet to review goals
Manager reviews goals and his notes
Company can make decision on whether retain,
promote, demote or dismiss the employee
Employee can find out whether they have reached
their goals and set new targets
Post appraisal activities
10. Career development is a key business strategy
Managing Human Resources “…companies will
compete more on their workers’ knowledge, skill, and
innovation levels than on the basis of labor costs or
manufacturing capacity.”
What are the benefits to furthering
the employee’s career goal?
11. Retain top talent
Cost of refilling a position which can be 1.5 to 2x the
salary
Boost engagement and productivity among
employees
Succession planning
What are the benefits to furthering
the employee’s career goal?
12. Transfer of knowledge and retention
Fill skill and role gap
Employer branding
What are the benefits to furthering
the employee’s career goal
17. Central question: Did the team perform as required
both as a team and from an individual basis?
Were all team members skills were exercised and
combined?
What was the participation level of all team
members?
How did the team manages conflicts?
Top-Down Analysis
Project manager & the team leader
18. Team members rate each other
Central questions:
Did each team member fulfilled their responsibility?
Did they support the goal of the team?
Did they share their knowledge?
Did they follow procedure?
Did they respect each other?
How did they resolve conflict?
Peer to Peer analysis
19. Puts an emphasis on both the team leader and the
team menber
Why should be use the top down
analysis?
22. Sucession planning is “…a process whereby an
organization ensures that employees are recruited
and developed to fill each key role within the
company.” (Healthfield, 2014)
Succession Planning
23. An organization relies on people to carry out its
objectives, provide services and meet its goals
Why do we do succession planning?
24. The impending retirement of the baby boomers
We don’t have to reply on a limited talent pool?
It provides stability to the organization
Succession Planning
25. Involve all stake holders
Assess all internal candidates
Stress test and a simulation
Emergency time frame” and a “medium’ and “long
term”.
Succession Planning: How To Do It
Right”. (Miles, 2009)
26. Who can step in as CEO if the current CEO were to
leave?
Who can we groom today, so that they can step into
the CEO role tomorrow?
Does the organization have a support team to get the
new CEO settled in?
Does the organization has a senior person available to
serve as a coach to the new CEO?
Questions to ask?
28. Can we be used with any key position
Develop more than just a job description for a
successor but also focus on competencies and
experiences
Review internal candidates
Assessed all candidates for short term and long term
fit
Onboarding process
How can the succession plan be
utilized?
29. Performance appraisals benefit both the company
and the employee
A pre-appraisal process is necessary
What not to do during a performance appraisal?
A performance adds value to both sides
Post appraisal are necessary
The value of career development
Summary
30. Top down analysis for team performance
Succession planning benefits the company
Succession planning is not that hard
Summary continued…
31. Training on performance appraisal for all managers
Succession planning for all key position in the
company.
The END!
What do we do now?