Why should I attend this program?

Course Dates: 4, 7, 12 & 14 October

A common practice in Human Resources management (HRM) is the use of employee evaluation systems.

Despite the widespread application of this practice, these systems have significant weaknesses. More specifically, evaluations are not frequent, are subjective, do not support the systematic development of employees, and create rifts between evaluators and evaluees. Hence, evaluation systems are not seriously taken into account by several managers and employees.

An effective system for evaluating employee performance and growth should be able to achieve the following four objectives:

1. to commit employees to specific shared and/or individual goals
2. to assess staff competencies and behaviors on an ad hoc basis
3.  encourage employees to grow and
4. to encourage and engage employees by acknowledging their performance.

In order to achieve these goals, managers need to learn how to:

• Develop indicators (KPIs) that support the corporate goals and objectives of the group.
• Use flexible practices to distribute improvement work to employees, evaluate their competencies and help employees review their growth plan.
• Establish an integrated employee evaluation system that reduces bias, emphasizes employee development, evaluates performance objectively and transparently and commits staff to the company’s goals.