Performance and evaluation training

1. Welcome
Performance Evaluation Training 2017
“Great vision without great people
is irrelevant.”
Terrasol Kenya Limited
By the human resource Dept.

2. Definitions
Performance – the manner in which or
the efficiency with which something/
somebody reacts or fulfills its/ their
intended purpose.

3. Evaluation - The making of a judgment
about the amount, number, or value of
something; assessment.

4. Technical terminology Commonly
used:
• Job description - It is an organized,
precise statement of the duties and
responsibilities of a specific job.
• Job specification - It is a statement of
the minimum acceptable human
qualities necessary to perform a job
properly

6. Cont. on the Terminologies
• Vision – is a clear, comprehensive
photograph of an organization/
individual at some point in the future.
• A Vision is a mentor/Visual picture of
what the organization aspire to be.

7. To be Africa’s pre-eminent destination

8. Cont. on the Terminologies
Mission – A mission Explain how the
organization will achieve the Vision
A mission - A mission statement
communicates the organization’s
reason for being and how it aspires to
serve its key stakeholders.

9. To create the most memorable and enriching experience per square
foot for each visitor at Two Rivers

10. • Values – this are the traits or qualities
that are considered worthwhile they
represent the organization or individual
highest priority and deeply held driving
force.
• Goal – this are the expected or desired
outcome of a planning process.

11. Cont. on the terminologies
• Standards - They are the observable behaviors
and actions which explain how the job is to be
done, plus the results that are expected for
satisfactory job performance.

12. Purpose of Performance Evaluation
A performance evaluation is designed to evaluate
how you are performing in your role and to identify
any areas where training may be required.
• Many employees feel nervous about their
performance evaluation and consider it as a
negative meeting, designed for their manager to
reprimand them.

13. Performance Evaluation Workshop
Purpose of Evaluation:
• To maximize efficiency/ performance and
make useful as possible
• Continuous process for success is not a
destination but a working progress)
• Two-way process

14. Purpose of Evaluation
Opportunity to Grow : (A chance for progress or
advancement, as in a career.
Identify and correct: (You identify the opportunity
and if there be need for reshuffle of duties and
department for the growth of the organization,
Document performance: (A performance review is
designed to evaluate how you are performing in
your role and to identify any areas where training
may be required per your Job description.

15. Purpose of Evaluation
In Employee Development
Supervisor
Personal Bias: (Effort should be made to make the
performance management free from the influence of
interpersonal relationship)
Feedback: (An extensive review of feedback and goal
setting studies reveal that both are necessary to
improved performance)

16. Performance Evaluation Workshop
Performance Feedback should be: -
• Developmental than judgmental.
• Individualized to fit the specific person and
situation;
• Focused on the behavior or action you are
concerned with, not on the person or their
personality;

17. Purpose of Evaluation
Employee Development (cont.)
Job Expectation (Unclear or conflicting job
expectations can be a main cause of stress in
employees, the things you want from a job such
as responsibility, satisfaction, and good pay:)
Performance expectation (the things an
employer expects from their employee doing a
job which are usually listed as part of a job
description :)

18. Purpose of Evaluation
Employee Development (Cont.)
Training (Training of an employee includes
related assessment, job development,
counseling, advocacy to maintain the employees
Reinforce (Rewards are used to reinforce the
behavior you want and punishments are used to
prevent the behavior you do not want. Extinction
is a means to stop someone from performing a
learned behavior.)

19. Performance Factor
o Job Knowledge - The most crucial importance in
this area focus not only on employees’
knowledge, expertise, and technical skills, but
also on the ways in which employees apply these
factors to their work.
o Judgment - The ability to judge, make decisions,
or form an opinion objectively, authoritatively,
and wisely, especially in matters affecting action
to be undertaken in the company; good sense;
discretion: a man of sound judgment.

20. oReliability and commitment to the Job: - The
ability to be relied on or depended on, as for
accuracy, honesty, or achievement.
oCustomer Service - Customer service is the
act of taking care of the customer's needs by
providing and delivering professional,
helpful, high quality service before, during,
and after the customer's requirements are
met.

21. Productivity - the quality, state, or fact of
being able to generate, create, enhance, or
bring forth goods and services: the rate at
which goods and services having exchange
value are brought forth or produced.
Communication skills - the art or study of
using language effectively and persuasively:
the abilities in the areas of language
understanding, communicating expressively,
and practical language skills.

22. Performance Indicators
Evaluation process:
oRevenue improvement
oCost reduction
oVolume of tasks per staff
oNumber of staff involved
oNumber of reminders
oCustomer ratings of service
oNumber of customer complaints
oIncreased customer satisfaction

23. Be SMART to Effectively Perform.
One way to evaluate the relevance of a highly performing
employee is to use the SMART criteria.
oIs your objective Specific?
oCan you Measure progress towards that
goal?
oIs the goal realistically Attainable?
oHow Relevant is the goal to your
organization?
oWhat is the Time-frame for achieving this
goal?

24. Performance Evaluation Workshop
Performance Factor

25. Performance Evaluation Workshop
Interpersonal Skills
 Both social skills and interpersonal skills
refer to the same thing your ability to
interact with others.
 Research shows that poor interpersonal skills
are the number one reason why people
don’t get along, don’t get promoted or, even
worse, lose their jobs.

26. Performance Evaluation Workshop
Characteristics of good Interpersonal Skills
1. Understanding the feelings of others
2. Managing relationships
3. Cooperating with others
4. Great Attitude
5. Showing respect
6. Appropriate contact
7. Active Listening

28. Characteristics of good Interpersonal
Skills
Managing Relationship - Have a difficult coworker or
manager? Always remain polite and professional
towards that person. If you need to confront that
person make sure you do it thoughtfully. You never
know! A difficult coworker could become a friend over
time.
 Understanding the feelings of others - The ability to
understand and relate to the feelings of others is called
empathy. Having empathy will help you develop strong
relationships with other people. When you have
empathy, people feel that you understand them and
how they feel.

29. Characteristics of good Interpersonal
Skills.
 Having a Great Attitude - Having an overall positive
attitude will affect many aspects of your work. A great
attitude will help you cope with pressure and stress as
well as help you be more flexible in your job. Always
sharing a positive attitude will help you grow in your
position and ultimately help you move forward in your
career.

30. 5 Ways to Improve Your Attitude and
Succeed at Work:
 Avoid negative thinking and complaining
 Spend time with people who have a positive
attitude
 Be thankful for your job
 Give yourself a chance to recharge
 Reward yourself for doing a good job

31. Cont. Interpersonal Skills
• Showing respect - When you show respect for
others in the workplace, people will show respect
for you. You can show respect for others by being
polite and using your manners.
• Always remember to say please and thank you.
• When people are talking to you, listen to what
they are saying and make eye contact to show
that you are listening.
• Wait until other people have finished talking
before you respond so that you don’t cause them
to forget what they wanted to say.

32. Cont. Characteristics of good
interpersonal Skills
 Appropriate Contact - The way you act toward
people at work will determine whether or not
they feel comfortable around you.
 Start by always standing an appropriate distance away
from the person with whom you are talking.
 Some people don’t like to be touched, so it is important
that you respect people’s personal space. Besides a
simple pat on the back or handshake, it is best not to
touch people in the workplace.

33. Cont. Interpersonal Skills
7. Active Listening - Active listening means you are fully
engaged while listening to someone talk. You’re
completely focused on the person speaking. You are giving
them eye contact, nodding, and occasionally asking
clarifying questions to make sure you understand. Next
time a coworker or manager is speaking to you. Put your
phone, computer, or notebook down and fully engaged.
You’ll be surprised how much better you understand what
they’re telling you and how much better you’ll remember
later.

34. Conclusion/ Questions and comment
session
In conclusion performance evaluation is a collaborative
process, which goal is to provide a feedback good and bad)
on job performance with the ultimate aim of improving
performance to the farms mission, vision, value and
strategic Initiatives.
 The true measure of the value of any business leader and
manager is performance. Brian Tracy
 Don't lower your expectations to meet your performance. Raise
your level of performance to meet your expectations. Expect the
best of yourself, and then do what is necessary to make it a
reality. Ralph Marston