Certified Performance Appraisal Manager VS-1011

Certified Performance Appraisal Manager

Certified Performance Appraisal Manager

Certification Code VSVS-1011 1011
Vskills certification in Performance Appraisal Management focuses on devising a competency framework for appraisal process based on tec ni!ues of "ob analysis# effective appraisal interview skills# designing appraisal forms# analy$ing feedbacks and conducting performance reviews% & e certification focuses on en ancing productivity and self development for smoot ly andling t e day-to-day working of t e organi$ation%

' y s ould one take t is certification(

& is Course is intended for professionals and graduates wanting to e)cel in t eir c osen areas% *t is also well suited for t ose w o are already working and would like to take certification for furt er career progression% & e certification elps build your CV and acts as an additional !ualification t at significantly improves your c ances of getting t e desired role%

' o will benefit from taking t is certification(

& e certification benefits managers# supervisors# uman resource personnel and t ose responsible for conducting performance appraisal activities looking for a better role by proving t eir employers t e value of t eir skills t roug t is certification% *t also benefits students wanting to improve t eir skill set and make t eir CV stronger%

&est +etails,

+uration, -0 minutes .o% of !uestions, /0 Ma)imum marks, /0# Passing marks, 0/ 1/0234 & ere is no negative marking in t is module%

5ee Structure,
6s% 0#/007- 1*ncludes all ta)es3

Companies t at ire Vskills Vskills Performance Appraisal Manager

Vskills Certified Performance Appraisal Manager mig t find employment in all kind of companies# big or small# since 86 is a crucial part of any organi$ation% & e candidates can find employment in 86 departments of organi$ations for Performance and &alent Management% www.vskills.in

Certified Performance Appraisal Manager

&able of Content
1% *ntroduction
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

0% Process of Performance Appraisal

2.1 Understanding organizations expectations 2.2 Process of monitoring appraisal system

9% Performance Planning Planning and :)ecution

3.1 Introduction 3.2 Setting goal and objectives 3.3 Tracking employee's performance 3.4 Performance motivation

;% <ob 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

/% Performance Assessment and 6eview

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 www.vskills.in

Certified Performance Appraisal Manager

5.6 Conducting review 5.7 Handling difficult situations 5.8 Establishing successful close

-% Performance Appraisal 5orm

6.1 Setting core competencies 6.2 Designing appraisal form 6.3 Assignments of weights 6.4 Rating system

=% *nterview 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

>% 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

?% 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% 8uman 6esource Management 186M3 System

10.1 Elements of HRM system 10.2 HRM practices 10.3 HRM strategies 10.4 Pay/Organization system

11% @eaders ip and Motivation

11.1 Classifying needs 11.2 Need prioritization www.vskills.in

Certified Performance Appraisal Manager

11.3 Theory of motivation 11.4 Leadership styles 11.5 Characteristics of a good leader

10% :ffective Communication

12.1 Technical aspects of communication process 12.2 Avoiding communication failures 12.3 Effective communication skills 12.4 Workplace communication

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Certified Performance Appraisal Manager

Course Course Autline

*ntroduction
Provides a brief overview about t e performance appraisal system :)plains t e ob"ectives and necessity of Performance Appraisal suc as allocation of resources# reward for performance# fairness# training and development etc +escribes t e parameters for evaluating performance :)plains t e drawbacks of t e performance appraisal system +escribes about necessity of self-valuation :)plains t e traditional met ods of performance appraisal suc as ranking straig t# paired ranking# comparing person to person# evaluation by employee cost etc :)plains t e modern met ods of performance appraisal suc as 9-0 degree feedback# MBA 1Management by ob"ective3# Be avioral Anc ored 6ating Scale 1BA6S3# Appraisal by 6ater concern# 8uman Value Accounting as Asset etc :)plains t e various factor affecting performance appraisal suc as interpersonalconflicts# emotional bias etc Cnderstanding t e moral and social responsibility as an appraiser

Process of Performance Appraisal

:)plains t e need for understanding organi$ations e)pectations in terms of performance appraisal :)plains t e procedure of monitoring appraisal system

Performance Planning and :)ecution

Provides a brief overview of t e process involved in performance planning and e)ecution +escribes t e steps involved in setting goal and ob"ectives in t e process performance of planning +escribes t e various parameters and tools involved in tracking employeeDs performance :)plains t e factors affecting motivation of employees performance

<ob Structure Structure

+efines a "ob and t e process involved in designing a "ob :)plains t e various factors to be considered w ile designing a "ob suc as "ob specification# "ob description etc :)plains t e process involved in "ob analysis# "ob evaluation# "ob speciali$ation :)plains t e concept of "ob rotation# "ob loading and t e importance of "ob security :)plains t e concept of "ob enric ment# "ob enlargement# "ob s aring :)plains t e importance of "ob satisfaction

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Certified Performance Appraisal Manager Performance Assessment and 6eview 6eview

:)plains t e process involved in performance assessment :)plains t e various factors affecting t e process of performance assessment suc as reliability# validity etc +escribes t e steps involved in evaluating performance information +escribes t e process of performance rating and various errors in rating :)plains t e procedure of preparing appraisal report +escribes t e process involved in conducting review +escribes t e process of andling difficult situations suc as silence# disagreement# e)cuses etc :)plains t e process of establis ing a successful close

Performance Appraisal 5orm

+efines t e need and ob"ectives of designing performance appraisal form% :)plains t e process involved in setting core competencies for t e process of performance appraisal :)plains t e process involved in designing appraisal form and t e elements to be considered *llustrates t e process of assigning weig ts to eac factor w ile assessing performance of t e employees +escribes t e system of rating in t e performance appraisal process

*nterview Skills
+escribes t e art of interviewing and t e tec ni!ues for conducting appraisal interview +escribes t e types of interviews conducted for t e purpose of appraisal suc as competency based interview# annual review interview# be avioral interview# e)it interview etc :)plains t e met ods involved in role profiling +escribes t e various tec ni!ues of feedback

Performance based Compensation

:)plains t e compensation t eory and t e different modes of compensation +escribes t e wage policy in *ndia *llustrates t e process of designing pay packages and t eir formulation *llustrates t e various determinants of pay decision :)plains t e concept of wage suc as minimum wage# fair wage# living wage etc +escribes t e compensation structure in terms of performance and competence related pay and comparison between t e two approac es

Performance Counseling
:)plains t e need for counseling and t e counseling pattern +escribes t e need for developing effective counseling skills and conducting successful counseling session :)plains t e different types of tools used for t e purpose of counseling :)plains t e need for understanding desired and actual performance

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Certified Performance Appraisal Manager

:)plains t e various factors affecting individualDs development and necessary steps for overcoming suc problems :)plains t e steps involved in preparing development plans :)plains t e need for understanding responsibilities as a management and employee :)plains t e need for appraising performance and t e steps in conducting appraisal discussion +escribes t e process of appreciation and criticism in performance counseling

8uman 6esource Management 186M3 System

:)plains t e elements of 86M System +escribes t e practices of 86M systems :)plains t e 86M strategies and control variables :)plains t e Pay7Argani$ation structure in 86M system

@eaders ip and Motivation

:)plains t e importance of classifying needs of t e employees and MaslowEs ierarc y of uman needs :)plains t e process of need prioriti$ation and t e t eory of two-factor t eory of motivation :)plains t e different styles of leaders ip and t eir attributes +escribes t e various c aracteristics of a good leader

:ffective Communication
+escribes t e communication process and t eir tec nical aspects :)plains t e barriers in communication process :)plains t e tec ni!ues to avoid communication failures :)plains t e tec ni!ues for effective communication :)plains t e communication usage at workplace

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Certified Performance Appraisal Manager

Sample Fuestions
1% ' ic of t e following is not a type of performance appraisal(
A% &eam based appraisal B% ;/ degree appraisal C% Appraisal of managers +% Customer appraisals

0% ' ic of t e following statements about performance management systems is not true(

A% Performance management systems are ineffective B% 6ecommendations are prescriptive and suggest one best way C% Commitment from line managers is !uestionable +% & ey improve organisational performance in t e long-term

9% ' ic of t e following statements about performance appraisal is not true(

A% Performance appraisal as become a tool to motivate and control workers B Performance appraisal reduces managerial control C% :mployees may be appraised on bot ob"ective and sub"ective measures +% Companies use appraisal to encourage employee loyalty and commitment

;% ' at is t e meaning of upward appraisal( appraisal(

A% :mployees rate t e performance of t eir manager B% @ine managers rate t e performance of employees C% Senior managers rate t e performance of line managers +% :mployees rate t e performance of t eir peers

/% ' ic of t e following statements about about 9-0 degree appraisal is not true(
A% 9-0 degree appraisal as origins in t e 1?=0s CS army% B% 9-0 degree appraisal may be linked to pay awards% C% & e data generated is normally ig ly accurate# valid and meaningful% +% 5eedback may comprise bot open and closed !uestions% Answers, 1 1B3# 0 1+3# 1+3# 9 1B3# 1B3# ; 1A3# 1A3# / 1C3 1C3

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