MTF HRM Module3 WV

INSTRUCTOR FOR THE COURSE OF HR MANAGMENT
Yuliya Vershilo, the Head of Compensation & Benefits in the Bank

Human Resource Management | Saint Petersburg State University of Finance and
Economics, 2005
Ph.D. in Economics| Saint Petersburg State University of Finance and Economics,
2009
International GRP Certification: Global Remuneration Professional |CBSD
Thunderbird - World at Work, 2019
Grading Program | CBSD Thunderbird - World at Work, 2021
TCF (Test of French Language Proficiency) | Institut Français, 2023
More than 19 years extensive experience in the field of HR management including:

✓ Talent acquisition and selection.
✓ Creating compelling Employee Value Propositions (EVPs),
✓ Training and development,
✓ Compensation and benefits
✓ People analytics
MTF INSTITUTE OF MANAGEMENT,

TECHNOLOGY & FINANCE 1
SCIENTIA ET MTF INSTITUTE OF MANAGEMENT,
PRATIQUE TECHNOLOGY & FINANCE
DATE CONFIDENTIALITY LEVEL
HR ESSENTIALS:
A COMPREHENSIVE GUIDE
TO MODERN HUMAN
RESOURCE PRACTICES

HR ESSENTIALS: A COMPREHENSIVE GUIDE TO MODERN HUMAN
RESOURCE PRACTICES
Module 1: Introduction to Human Resource Management

Module 2: Talent Acquisition and Onboarding
Module 3: Performance Management and Employee
Development
Module 4: Compensation and Benefits Management
Module 5: Employee Relations and Engagement
Module 6: HR Metrics and Analytics
Module 7: Future Trends in HR Management

DATE CONFIDENTIALITY LEVEL
HR ESSENTIALS:
A COMPREHENSIVE GUIDE
TO MODERN HUMAN
RESOURCE PRACTICES
Module 3: Performance Management and Employee
Development

PERFORMANCE MANAGEMENT AND EMPLOYEE DEVELOPMENT
Key topics:
➢ Setting performance goals and expectations
➢ Performance appraisal methods and feedback techniques
➢ Coaching and mentoring for employee development
➢ Designing effective training and development programs

I. SETTING
PERFORMANCE
GOALS AND
EXPECTATIONS
9
UNDERSTANDING THE IMPORTANCE OF PERFORMANCE GOALS IN
HUMAN RESOURCES
In the field of human resources, setting performance goals is a critical aspect of managing and developing employees.
Performance goals are specific targets or objectives that individuals or teams are expected to achieve within a given
timeframe. These goals play a fundamental role in driving employee performance, aligning organizational objectives, and
fostering continuous improvement.
➢ Clarity and Focus.

➢ Motivation and Engagement.
➢ Performance Evaluation.
➢ Skill Development.
➢ Alignment with Organizational Objectives.
➢ Accountability and Performance Improvement.
By recognizing the importance of performance goals, organizations can drive employee

engagement, productivity, and ultimately, achieve their desired outcomes.

SMART GOAL-SETTING FRAMEWORK
Specific
In any organization, the success of individual employees directly
contributes to the overall achievement of business objectives. To
ensure optimal performance, it is crucial for employees to have a
clear understanding of what is expected of them and to be able to Time-
Measurable
focus their efforts on achieving specific goals. bound
SMART goals are particularly effective in providing the necessary Goals

clarity and focus.
By setting specific, measurable, achievable, relevant, and time-

Relevant Achievable
bound goals and adhering to the SMART framework,
organizations can empower their employees to work towards
specific objectives, align their efforts with the broader vision, and
prioritize tasks effectively.

ALIGNING INDIVIDUAL GOALS WITH ORGANIZATIONAL OBJECTIVES
When individual goals are in sync with organizational objectives, it creates a harmonious
and cohesive work environment that drives success. By aligning individual goals with
organizational objectives, businesses can maximize productivity, enhance employee
engagement, and achieve long-term strategic outcomes.
Aligning individual goals with organizational objectives:
✓ Fosters a Sense of Purpose ✓ Drives Accountability and Ownership

✓ Promotes Collaboration and ✓ Enhances Prioritization and Focus
Cooperation ✓ Enables Measurement and Evaluation

ALIGNING INDIVIDUAL GOALS WITH ORGANIZATIONAL OBJECTIVES
Collaborative
Goal-Setting
Foster a Culture
Communicate
Aligning individual goals with organizational objectives of Learning and
and Cascade
Development
is a strategic imperative for businesses seeking
sustainable success. It creates a cohesive and purpose-
To align individual goals with
driven workforce, enhances collaboration and
organizational objectives effectively,
accountability, and enables efficient resource allocation
several steps can be taken:
and prioritization. By establishing clear alignment,
organizations can harness the collective power of their Recognize and
employees to drive progress, achieve strategic Reward
Provide Clarity
and Resources
Alignment
outcomes, and thrive in today's competitive
marketplace.
Regular Check-
Ins and Feedback

COMMUNICATING PERFORMANCE EXPECTATIONS EFFECTIVELY
Effective communication of performance expectations is essential for fostering a culture of accountability, driving
performance improvement, and ultimately contributing to the success of the organization.
Establish Clear Encourage Two-

Use Clear and Provide Context Offer Examples
Performance Way
Concise Language and Relevance and Illustrations
Standards Communication
Document Offer Training and Regularly Review

Provide Regular
Performance Development and Update Lead by Example
Feedback
Expectations Opportunities Expectations

II. PERFORMANCE
APPRAISAL METHODS
AND FEEDBACK
TECHNIQUES
---------------
16
DIFFERENT PERFORMANCE APPRAISAL METHODS
Performance appraisal is a crucial process that organizations utilize to assess and evaluate their employees' job
performance. Effective performance appraisal methods provide valuable insights into individual employee
contributions, identify areas of improvement, and aid in making informed decisions regarding promotions, training,
and rewards.
Rating Scales Ranking Method.
Critical Incidents Forced Distribution

Method.
Behaviorally Anchored
Rating Scales (BARS) Self-Assessment.
360-Degree Feedback Checklists
Management by
Objectives (MBO) Essay Method

CONDUCTING EFFECTIVE PERFORMANCE EVALUATIONS
Performance evaluations play a crucial role in assessing employee performance, facilitating growth, and aligning
organizational goals. When conducted effectively, performance evaluations can motivate employees, improve
productivity, and enhance overall team performance.
1. Establish Clear 2. Regular 3. Conduct a

Performance Communication Two-Way
Metrics and Goals and Feedback Dialogue
5. Document 4. Focus on
6. Follow Up and Performance and Strengths and
Track Progress Set Actionable Development
Goals Opportunities

PROVIDING CONSTRUCTIVE AND ACTIONABLE FEEDBACK
In today's dynamic work environment, providing constructive and actionable feedback is a crucial skill for HR professionals and
managers. Effective feedback serves as a catalyst for employee growth, facilitates performance improvement, and fosters a culture of
continuous learning. By offering feedback that is constructive, specific, and actionable, HR professionals can empower employees to
reach their full potential and contribute to the success of the organization.
Balance Offer
Positive and Actionable
Developmenta Suggestions
l Feedback and Solutions
Encourage
Be Specific Two-Way
and Objective Communicatio
n
Create a Safe Use the
and "Feedback Follow Up and
Supportive Sandwich" Support
Environment Approach Development
Continuous
Improvement
and
Adaptability

ADDRESSING PERFORMANCE GAPS AND CHALLENGES
Addressing performance gaps and challenges is a critical

Identify Root
Causes
aspect of HR professionals' role in supporting employee
development and organizational success. By
implementing the strategies outlined in this part HR Recognize Provide Clear
professionals can effectively address performance gaps
and Reward Expectations
Improvement and Goals
and help employees overcome challenges.
By taking a proactive and holistic approach, HR Implement
professionals can contribute to creating a culture of Performance
continuous improvement and growth within the Improvement
Plans (PIPs)
organization. Addressing performance gaps not only
benefits individual employees but also enhances overall Foster a Offer Training
team and organizational performance, leading to Supportive
Work
and
Development
increased productivity, employee engagement, and Environment Opportunities
success.
Provide
Timely and
Constructive
Feedback
III. COACHING AND
MENTORING FOR
EMPLOYEE
DEVELOPMENT
---------------
22
DIFFERENTIATING BETWEEN COACHING AND MENTORING
Coaching
Mentoring
Coaching is a structured and goal-oriented

process that involves a professional coach Mentoring, on the other hand, is a more informal
working closely with an individual to help them and relationship-based process. It involves an
improve specific skills, overcome challenges, and experienced individual, known as a mentor,
achieve predetermined objectives. The coach providing guidance and support to a less
acts as a facilitator, using various techniques and experienced person, known as a mentee.
tools to guide the coachee in developing their Mentoring is often a long-term relationship that
strengths, addressing weaknesses, and focuses on broader professional and personal
enhancing their overall performance. Coaching is development. Unlike coaching, mentoring is
typically a shorter-term engagement and focuses characterized by a less structured approach and
on specific, immediate goals. a greater emphasis on sharing knowledge,
experiences, and wisdom.

COACHING SKILLS AND TECHNIQUES
Coaching has become an essential tool for HR professionals in nurturing
employee growth, increasing engagement, and improving performance
within organizations. Effective coaching skills and techniques enable 1. Training
and
HR practitioners to guide individuals towards achieving their full Development
potential, addressing challenges, and fostering a culture of continuous
learning.
2.
6. Continuous Establishing
Coaching skills and techniques Improvement Coaching
Programs
To effectively apply
➢ Active Listening coaching skills and
➢ Asking Powerful Questions techniques in the
➢ Goal Setting HR domain,
➢ Providing Constructive Feedback consider the
➢ Empowering and Challenging 5. Evaluation
following steps:
3.
➢ Building Trust and Rapport and Individualized
Feedback Approach
➢ Continuous Learning and Improvement
4. Creating a
Coaching
Culture

ESTABLISHING A MENTORING RELATIONSHIP, MENTORING SKILLS
AND TECHNIQUES
Key Mentoring Skills and Techniques:
1. Establishing Trust and Rapport 5. Challenging and Stretching

2. Setting Clear Expectations and Goals 6. Providing Feedback and Guidance
3. Effective Communication 7. Continuous Learning and Development
4. Sharing Knowledge and Experiences 8. Celebrating Successes
To establish a successful 1. Define

2. Identify a
3. Establish
mentoring relationship, Purpose and
Suitable Mentor
Regular
Expectations Communication
consider the following steps:
6. Monitor
7. Evaluate and 5. Foster Trust
Progress and 4. Create a
Celebrate and
Provide Structured Plan
Achievements Confidentiality
Feedback

SUPPORTING EMPLOYEE GROWTH AND DEVELOPMENT THROUGH
COACHING AND MENTORING
In today's competitive business landscape, organizations are increasingly
recognizing the importance of investing in their employees' growth and
development. By providing opportunities for coaching and mentoring,
companies can empower their workforce, enhance employee engagement,
and foster a culture of continuous learning.
Implementing effective coaching and mentoring programs requires a

thoughtful approach. Here are some key considerations:
2. Matching 4. Regular 5.
1. Clear 3. Training
mentors and feedback and Continuous
objectives and support
mentees evaluation improvement

IV. DESIGNING EFFECTIVE
TRAINING AND
DEVELOPMENT
PROGRAMS
---------------
28
ANALYZING TRAINING AND DEVELOPMENT NEEDS
Analyzing training and development needs is a critical process that helps organizations identify the knowledge, skills, and
competencies that employees require to perform their roles effectively and achieve organizational objectives. This
analysis involves assessing the current capabilities of employees, identifying performance gaps, and determining the
specific areas where training and development interventions are needed.
Here are the key steps involved in analyzing training and development
needs:
4. Consider future
1. Conduct a
2. Identify 3. Gather input organizational
thorough job
performance gaps from stakeholders goals and
analysis
changes
6. Determine 7. Develop a
5. Prioritize 8. Evaluate and
appropriate training and
training needs reassess
training methods development plan

DEVELOPING LEARNING OBJECTIVES AND OUTCOMES
In the field of Human Resources (HR), developing effective learning objectives and outcomes is a crucial step in designing and
delivering impactful training and development programs.
What are Learning Objectives and Outcomes?
Learning objectives are statements that describe what learners are expected to achieve as a result of participating in a training program
or learning experience. They define the specific knowledge, skills, attitudes, or behaviors that learners should acquire or demonstrate.
Learning outcomes, on the other hand, are the observable and measurable results of achieving the learning objectives. They indicate the
tangible changes in knowledge, skills, or behavior that learners should exhibit after completing the training.
The Importance of Developing Clear Learning 4. Use SMART

5. Link Objectives
to Training
Objectives and Outcomes: Steps in Criteria. Methods and
Assessments.
Developing
Learning
➢ Alignment with Organizational Goals. Objectives and 3. Consider 6. Communicate
➢ Focus and Direction. Outcomes: Bloom's
Taxonomy.
and Engage
Stakeholders.
➢ Measurement and Evaluation.
➢ Learner Engagement and Motivation.
1. Identify Training 2. Be Specific and 7. Evaluate and
MTF INSTITUTE OF MANAGEMENT, Needs. Measurable. Revise:
SELECTING APPROPRIATE TRAINING METHODS AND FORMATS
With a wide range of options available, it is crucial to carefully evaluate the needs of the
organization and the learning objectives of employees. This part aims to provide HR
professionals with a guide to selecting appropriate training methods and formats to maximize
the effectiveness of their training programs.
Evaluate Training Methods: Consider Training Formats:

a) Instructor-Led Training (ILT). a) Workshops and Seminars.
b) E-Learning. b) Webinars.
c) On-the-Job Training (OJT). c) Mobile Learning.
d) Blended Learning. d) Coaching and Mentoring.
Consider Organizational Constraints:

While selecting training methods and formats, it is essential to consider organizational constraints such as budget, time availability, and
technological infrastructure. Evaluate the resources available and choose options that align with the organization's capabilities and
limitations
EVALUATING THE EFFECTIVENESS OF TRAINING PROGRAMS
Setting Clear Objectives:
What specific outcomes or changes are expected as a result of the training? By setting measurable goals, HR professionals
can determine the criteria against which the program's effectiveness will be evaluated.
a) Pre- and
Setting Clear Collecting
Post-Training
Objectives Relevant Data:
Assessments.
d) Manager
a) Quantitative Analyzing Data and Peer
Analysis. and Results: Feedback.
c)
b) Qualitative Performance
Analysis. Metrics.
Linking Results
Continuous
to Business
Improvement
Outcomes:
b) Surveys and
Feedback.
Effective evaluation helps HR professionals identify strengths, areas of
improvement, and make data-driven decisions regarding training investments.
Module 3 has provided a comprehensive overview of key topics in
performance management and employee development within the
context of human resources.
We have explored:
➢ importance of setting performance goals and aligning them with

organizational objectives using the SMART goal-setting framework.
➢ performance appraisal methods and feedback techniques.
➢ essential coaching and mentoring skills and techniques to support
employee growth and development.
➢ design effective training and development programs by analyzing
needs, setting learning objectives, selecting appropriate methods,
and evaluating program effectiveness
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INSTRUCTOR FOR THE COURSE OF HR MANAGMENT

Yuliya Vershilo, the Head of Compensation & Benefits in the Bank

More than 19 years extensive experience in the field of HR management including:

MTF INSTITUTE OF MANAGEMENT,

SCIENTIA ET MTF INSTITUTE OF MANAGEMENT,

Module 1: Introduction to Human Resource Management

MTF INSTITUTE OF MANAGEMENT,

SCIENTIA ET MTF INSTITUTE OF MANAGEMENT,

➢ Setting performance goals and expectations

➢ Performance appraisal methods and feedback techniques

➢ Coaching and mentoring for employee development

➢ Designing effective training and development programs

MTF INSTITUTE OF MANAGEMENT,

➢ Clarity and Focus.

By recognizing the importance of performance goals, organizations can drive employee

MTF INSTITUTE OF MANAGEMENT,

SMART goals are particularly effective in providing the necessary Goals

By setting specific, measurable, achievable, relevant, and time-

MTF INSTITUTE OF MANAGEMENT,

Aligning individual goals with organizational objectives:

✓ Fosters a Sense of Purpose ✓ Drives Accountability and Ownership

MTF INSTITUTE OF MANAGEMENT,

MTF INSTITUTE OF MANAGEMENT,

Establish Clear Encourage Two-

Document Offer Training and Regularly Review

MTF INSTITUTE OF MANAGEMENT,

Rating Scales Ranking Method.

Critical Incidents Forced Distribution

360-Degree Feedback Checklists

MTF INSTITUTE OF MANAGEMENT,

1. Establish Clear 2. Regular 3. Conduct a

MTF INSTITUTE OF MANAGEMENT,

MTF INSTITUTE OF MANAGEMENT,

Addressing performance gaps and challenges is a critical

Coaching is a structured and goal-oriented

MTF INSTITUTE OF MANAGEMENT,

MTF INSTITUTE OF MANAGEMENT,

Key Mentoring Skills and Techniques:

1. Establishing Trust and Rapport 5. Challenging and Stretching

To establish a successful 1. Define

MTF INSTITUTE OF MANAGEMENT,

Implementing effective coaching and mentoring programs requires a

MTF INSTITUTE OF MANAGEMENT,

MTF INSTITUTE OF MANAGEMENT,

The Importance of Developing Clear Learning 4. Use SMART

Evaluate Training Methods: Consider Training Formats:

Consider Organizational Constraints:

➢ importance of setting performance goals and aligning them with

MTF INSTITUTE OF MANAGEMENT,

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