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Establishing Performance Standards: What Standards Work Best for You? Online Training Format

Read About Recertification and Continuing Education Requirements
  • 1.5 HRCI Credits
  • 1.5 SHRM PDCs
  • 1.5 Georgia CLE Credits (1.0 Ethics)
SKU: 620
$14.25

Establishing Performance Standards: What Standards Work Best for You?Conducting performance appraisals is one of a manager’s least favorite activities.  They are lengthy, time-consuming, and can be very frustrating at times. The benefits, however, are enormous.  If done properly, performance appraisals can help the company and the employee increase satisfaction, productivity, and professional growth.This course provides step-by-step instructions on how to help your employees define their goals, develop effective work plans, and improve their overall performance standards.

TARGET AUDIENCE
Managers/Supervisors/Risk Management & HR Professionals

TIME TO COMPLETE
90 minutes

PURPOSE
To help managers and supervisors understand the performance appraisal process so they can better assist employees in defining goals, establishing work plans, and improving overall work performance.

LEARNING OBJECTIVES
After completing this course, the learner will be able to:

  • distinguish performance goals from standards;
  • describe the three stages of the performance management appraisal process;
  • identify the three rating methods of a performance appraisal system (category, comparative, and special methods) and give examples for each;
  • recount the steps taken when reviewing the performance appraisal with the employee;
  • list the most prevalent errors that can occur when conducting a performance appraisal; and
  • identify obstacles that can arise when completing a performance appraisal.


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TOPICS COVERED
1. What is the Performance Management Process?

  • Purpose
  • Stages


2. What is a Performance Appraisal?

  • Purpose
  • Rating Methods
  • Review Process
  • Common Errors and Pitfalls


FORMS INCLUDED

  • Performance Appraisal Form
  • Performance Management Policy and Procedures
  • Sample Work Plan



ACCREDITATION
HR CERTIFICATION INSTITUTE
HRCI logo This program has been approved for 1.50 recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.  For more information about certification or recertification, visit the HR Certification Institute homepage at www.hrci.org.

(The use of this seal is not an endorsement by the HR Certification Institute of the quality of this program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.)

SHRM logo SOCIETY FOR HUMAN RESOURCE MANAGEMENT
The Human Equation is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.

The State Bar of Georgia
The State Bar of Georgia has accredited this course for 1.50 hours of Regular CLE credits, including 1.0 Ethics. For more information about CLE credits, visit The State Bar of Georgia homepage at www.gabar.org.


Establishing Performance Standards: What Standards Work Best for You

Table of Contents

  • Course Objectives
  • Preface
  • Introduction
  • Chapter 1: Goals and Standards
    • Page 1, 2, 3
  • Chapter 2: The Performance Management Process
    • The Objectives of the Process
      • Page 4, 5
    • First –Establish a Work Plan
      • Page 6
    • Second –Manage Employee Performance
      • Page 7
    • Third –Establish a Performance Appraisal Procedure
      • Page 8, 9
    • Learning Activity
      • Page 10
  • Chapter 3: The Performance Appraisal System
    • CategoryRatingMethods -Graphic Rating Scale
      • Page 11, 12, 13
    • CategoryRatingMethods -Checklists
      • Page 14, 15
    • CategoryRatingMethods -The Forced Choice Format
      • Page 16, 17
    • Comparative RatingMethods –The Ranking Method
      • Page 18
    • Comparative RatingMethods –Paired Peer Comparisons
      • Page 19
    • Comparative RatingMethods –Forced Distribution
      • Page 20, 21
    • Special Methods –Behavior-Based Ratings
      • Page 22, 23, 24
    • Special Methods –Multi-Source Assessments
      • Page 25, 26
    • Special Methods –Managementby Objectives (MBO)
      • Page 27, 28
  • Chapter 4: The Review
    • Page 29, 30, 31
  • Chapter 5: Common Appraisal Errors
    • Page 32, 33, 34, 35, 36
  • Chapter 6: Performance Appraisal Pitfalls
    • Page 37, 38, 39
  • Chapter 7: And, in Conclusion …
    • Page 40
  • Chapter 8: Quiz
    • Page 41
  • Quiz (multiple choice)
  • Chapter 9: Time to Review
    • Page 42