Certified Performance Appraisal Manager VS-1011

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1 Certified Performance Appraisal Manager VS-1011

2 Certified Performance Appraisal Manager Certification Code VS Vskills certification in Performance Appraisal Management focuses on devising a competency framework for appraisal process based on techniques of job analysis, effective appraisal interview skills, designing appraisal forms, analyzing feedbacks and conducting performance reviews. The certification focuses on enhancing productivity and self development for smoothly handling the day-to-day working of the organization. Why should one take this certification? This Course is intended for professionals and graduates wanting to excel in their chosen areas. It is also well suited for those who are already working and would like to take certification for further career progression. The certification helps build your CV and acts as an additional qualification that significantly improves your chances of getting the desired role. Who will benefit from taking this certification? The certification benefits managers, supervisors, human resource personnel and those responsible for conducting performance appraisal activities looking for a better role by proving their employers the value of their skills through this certification. It also benefits students wanting to improve their skill set and make their CV stronger. Test Details: Duration: 60 minutes No. of questions: 50 Maximum marks: 50, Passing marks: 25 (50%); There is no negative marking in this module. Fee Structure: Rs. 4,000/- (Includes all taxes)* *Fees may change without prior notice, please refer for updated fees Companies that hire Vskills Performance Appraisal Manager Vskills Certified Performance Appraisal Manager might find employment in all kind of companies, big or small, since HR is a crucial part of any organization. The candidates can

3 find employment in HR departments of organizations for Performance and Talent Management.

4 Table of Content 1. Introduction 1.1 Overview of performance appraisal 1.2 Necessity of Performance Appraisal 1.3 Pitfalls of Performance Appraisal System 1.4 Practice of Self-evaluation 1.5 Traditional Methods of Performance Appraisal 1.6 Modern Methods of Performance Appraisal 1.7 Factors affecting performance appraisal 1.8 Responsibility of the Appraiser 2. Process of Performance Appraisal 2.1 Understanding organizations expectations 2.2 Process of monitoring appraisal system 3. Performance Planning and Execution 3.1 Introduction 3.2 Setting goal and objectives 3.3 Tracking employee's performance 3.4 Performance motivation 4. Job Structure 4.1 Job Specification 4.2 Job Description 4.3 Job Analysis 4.4 Job Evaluation 4.5 Job Design 4.6 Job Specialization 4.7 Job Rotation and Loading 4.8 Job Security 4.9 Job Enrichment and Enlargement 4.10 Job Sharing and Satisfaction 5. Performance Assessment and Review 5.1 Process of performance assessment 5.2 Factors affecting performance assessment 5.3 Evaluating performance information 5.4 Rating scales and rating errors 5.5 Preparing appraisal report

5 5.6 Conducting review 5.7 Handling difficult situations 5.8 Establishing successful close 6. Performance Appraisal Form 6.1 Setting core competencies 6.2 Designing appraisal form 6.3 Assignments of weights 6.4 Rating system 7. Interview Skills 7.1 Competency based interview 7.2 Performance review skills 7.3 Annual review interview techniques 7.4 Behavioral interview 7.5 Role profiling methods 7.6 Feedback techniques 8. Performance based Compensation 8.1 Theory of compensation 8.2 Methods of compensation 8.3 Pay Package System 8.4 Concept of wage 8.5 Wage Policy in India 8.6 Compensation structure 9. Performance Counseling 9.1 Need for counseling and counseling pattern 9.2 Effective counseling skills 9.3 Understanding desired and actual performance 9.4 Factors affecting individual's development 9.5 Preparing development plans 9.6 Understanding responsibilities 9.7 Appraising performance 9.8 Appraisal discussion 9.9 Appreciation and Criticism 10. Human Resource Management (HRM) System 10.1 Elements of HRM system 10.2 HRM practices 10.3 HRM strategies 10.4 Pay/Organization system 11. Leadership and Motivation 11.1 Classifying needs 11.2 Need prioritization Certified Performance Appraisal Manager

6 11.3 Theory of motivation 11.4 Leadership styles 11.5 Characteristics of a good leader 12. Effective Communication 12.1 Technical aspects of communication process 12.2 Avoiding communication failures 12.3 Effective communication skills 12.4 Workplace communication Certified Performance Appraisal Manager

7 Course Outline Introduction Provides a brief overview about the performance appraisal system Explains the objectives and necessity of Performance Appraisal such as allocation of resources, reward for performance, fairness, training and development etc Describes the parameters for evaluating performance Explains the drawbacks of the performance appraisal system Describes about necessity of self-valuation Explains the traditional methods of performance appraisal such as ranking straight, paired ranking, comparing person to person, evaluation by employee cost etc Explains the modern methods of performance appraisal such as 360 degree feedback, MBO (Management by objective), Behavioral Anchored Rating Scale (BARS), Appraisal by Rater concern, Human Value Accounting as Asset etc Explains the various factor affecting performance appraisal such as interpersonalconflicts, emotional bias etc Understanding the moral and social responsibility as an appraiser Process of Performance Appraisal Explains the need for understanding organizations expectations in terms of performance appraisal Explains the procedure of monitoring appraisal system Performance Planning and Execution Provides a brief overview of the process involved in performance planning and execution Describes the steps involved in setting goal and objectives in the process performance of planning Describes the various parameters and tools involved in tracking employee's performance Explains the factors affecting motivation of employees performance Job Structure Defines a job and the process involved in designing a job Explains the various factors to be considered while designing a job such as job specification, job description etc Explains the process involved in job analysis, job evaluation, job specialization Explains the concept of job rotation, job loading and the importance of job security Explains the concept of job enrichment, job enlargement, job sharing Explains the importance of job satisfaction

8 Performance Assessment and Review Certified Performance Appraisal Manager Explains the process involved in performance assessment Explains the various factors affecting the process of performance assessment such as reliability, validity etc Describes the steps involved in evaluating performance information Describes the process of performance rating and various errors in rating Explains the procedure of preparing appraisal report Describes the process involved in conducting review Describes the process of handling difficult situations such as silence, disagreement, excuses etc Explains the process of establishing a successful close Performance Appraisal Form Defines the need and objectives of designing performance appraisal form. Explains the process involved in setting core competencies for the process of performance appraisal Explains the process involved in designing appraisal form and the elements to be considered Illustrates the process of assigning weights to each factor while assessing performance of the employees Describes the system of rating in the performance appraisal process Interview Skills Describes the art of interviewing and the techniques for conducting appraisal interview Describes the types of interviews conducted for the purpose of appraisal such as competency based interview, annual review interview, behavioral interview, exit interview etc Explains the methods involved in role profiling Describes the various techniques of feedback Performance based Compensation Explains the compensation theory and the different modes of compensation Describes the wage policy in India Illustrates the process of designing pay packages and their formulation Illustrates the various determinants of pay decision Explains the concept of wage such as minimum wage, fair wage, living wage etc Describes the compensation structure in terms of performance and competence related pay and comparison between the two approaches Performance Counseling Explains the need for counseling and the counseling pattern Describes the need for developing effective counseling skills and conducting successful counseling session Explains the different types of tools used for the purpose of counseling Explains the need for understanding desired and actual performance

9 Explains the various factors affecting individual's development and necessary steps for overcoming such problems Explains the steps involved in preparing development plans Explains the need for understanding responsibilities as a management and employee Explains the need for appraising performance and the steps in conducting appraisal discussion Describes the process of appreciation and criticism in performance counseling Human Resource Management (HRM) System Explains the elements of HRM System Describes the practices of HRM systems Explains the HRM strategies and control variables Explains the Pay/Organization structure in HRM system Leadership and Motivation Explains the importance of classifying needs of the employees and Maslow s hierarchy of human needs Explains the process of need prioritization and the theory of two-factor theory of motivation Explains the different styles of leadership and their attributes Describes the various characteristics of a good leader Effective Communication munication Describes the communication process and their technical aspects Explains the barriers in communication process Explains the techniques to avoid communication failures Explains the techniques for effective communication Explains the communication usage at workplace

10 Sample Questions 1. Which of the following is not a type of performance appraisal? A. Team based appraisal B. 45 degree appraisal C. Appraisal of managers D. Customer appraisals 2. Which of the following statements about performance rmance management systems is not true? A. Performance management systems are ineffective B. Recommendations are prescriptive and suggest one best way C. Commitment from line managers is questionable D. They improve organisational performance in the long-term 3. Which of the following statements about performance appraisal is not true? A. Performance appraisal has become a tool to motivate and control workers B Performance appraisal reduces managerial control C. Employees may be appraised on both objective and subjective measures D. Companies use appraisal to encourage employee loyalty and commitment 4. What is the meaning of upward appraisal? A. Employees rate the performance of their manager B. Line managers rate the performance of employees C. Senior managers rate the performance of line managers D. Employees rate the performance of their peers 5. Which of the following statements about 360 degree appraisal is not true? A. 360 degree appraisal has origins in the 1970s US army. B. 360 degree appraisal may be linked to pay awards. C. The data generated is normally highly accurate, valid and meaningful. D. Feedback may comprise both open and closed questions. Answers: 1 (B), 2 (D), ( 3 (B), 4 (A), ( 5 (C)

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