The document summarizes key points from a staff performance appraisal discussion. It includes reviewing the employee's progress towards initial goals like building client relationships, discussing strengths and weaknesses in their performance, providing feedback on areas for improvement like managing stress, and setting new objectives for the future such as expanding client targets and increasing efficiency in client management. The discussion focuses on developing the employee's potential through constructive feedback while also encouraging self-evaluation and goal setting.

1. HRM
Webinar
Session 2- Appraising Performance

2. WELCOME TO
LISBON...Again !
HRM
Webinar
THE LANGUAGE of JOB INTERVIEWS

3. SUMMARY
Review of language from the last session
Staff appraisal form-performance indicators
Talk about staff performance
Discuss strengths and weaknesses within roles
Give feedback
Offer support and suggestions
Set objectives for future action

4. Review-The Language of Interviews
be suitable/ not suitable
apply for I’d just like to check your phone number.
an applicant
an application form Perhaps you can begin by telling me a little
check credentials about your previous experience?
rejection letter
What are your strengths and weaknesses?
qualifications
experience
background
accomplishment
achievement
person specification
neglect to include
room for advancement
offer the job

5. Reasons for holding performance appraisals
The overall intention is to improve future performance. A good appraisal
presupposes that even the best performance can be improved and aims
to increase the probability of future plans being carried out.
Review individual performance
Plan future work and role
Set up and agree specific individual goals
Identify development needs
Set up development strategy and CPD
Give on-the-spot coaching to the individual
Allow the exchange of feedback
Focus on longer-term career progression
Increase motivation

6. How to hold performance appraisals
Allow enough time for the appraisal
Allow no disturbances
Create a suitable environment-somewhere private and comfortable
Put the individual at ease
Explain the agenda
...and what to avoid
Treat appraisals as an end rather than a means
Talk too much about the past
Be too critical
Feedback and comments not clear
You don’t follow up after the meeting
http://www.youtube.com/watch?v=sCKOpJQI6Iw&feature=related

7. The Shortlisted Applicants
Zi Ling 24 Jennifer Jones 27 Duncan Rourke 57 Lucy Looker 29
MBA LSE The School of Life Lancaster
Cambridge Economics Sales Marketing
Marketing

8. Multinational Marketing Company
Profile
Seeking future managers
New starter
We are a rapidly expanding and young company based in English
Tula in Russia with a wide portfolio of clients in BA Marketing
retail, telecommunications and diverse sectors.
5 years experience
•Must be able to relocate within 3 months
•A high level of English required
•Strong leadership and communication skills essential
Motivating, negotiable salary for the right candidate
For details visit
www.tulamarketing.com

9. Excerpt from Job Specification
The post holder will be responsible for:
•Developing existing relationships with our existing client base
•Working closely with the sales manager and team to expand our client portfolio
•Leading the marketing team for our western European region
•Giving direct input to the innovations manager and his team
You will report directly to the Marketing Director and keep her informed of all
decisions made, as well provide regular reports to her and the CEO.
You will set up and hold regular meetings for all senior staff on a weekly basis

10. Staff Appraisal Form
Quarterly Staff Appraisal Form
Competency Score Notes
Attendance
Punctuality
Organization
Time management
Relationship with clients
Relationship with colleagues
Motivation
What do you feel are you main strengths and weaknesses within the role?

11. Staff Appraisal Form
Are you still feeling as enthusiastic about the role as you were at interview?
I notice that you’ve arrived late on a number of occasions. Can you say a little
about that?
So far, you’ve not taken any holidays. Aren’t you due a day off?
Do you feel that you run short of time on certain tasks? How could you avoid this?
You rate yourself very highly in terms of getting your tasks in order. Is there
anything you need to improve is this area?
What’s your perception of how well you get on with our customers?
What has your relationship with those you work with like? Any problems you’d like
to discuss?
What do you feel are your main strengths and weaknesses within the role?

12. Yes. I’m learning new things every day...after all there’s a lot to
learn.
I’ve been sharing a place an hour from here...I’m looking for an
apartment with better transport links.
I am...but I’m saving days so I can take a longer break in the
UK at the end of next month...work allowing of course.
I’m aware that there is room for improvement here. I think I
need to make more realistic estimates.
I honestly believe that this is one of my strong points.
Prioritizing key tasks is something I do well.
We are getting on like a house on fire and they have been very
helpful. I’m really adjusting to the way of life here.
I take this very seriously and am polite and patient with them

13. Flexibility-adapting and prioritising for the overall
success of the business
Willingness to ‘get stuck in’-this has been more
difficult than I thought and I have had to learn to
adapt very quickly
Increasing understanding of the importance and
relevance of the role-I believe I made a tangible
difference to getting the most out of the job
Building relationships with various team members
Managerial skills. I am proud of my organizational
skills and have tried to pass on my experience in this
area to other members of the team
What do you feel are your main strengths within the role?

14. The Aptitude/Competency Matrix
Positive 1 2
ATTITUDE Staff
member
Negative
4 3
High Low
COMPETENCE

16. Managing Feedback
Use informal small talk to open the appraisal
Start on a positive note
Find something good to say at the beginning of the interview
Use praise to move carefully into the critical comments you want to make
BUT!
I can see that you’re getting along with your colleagues...
You really learned the technical areas of the role quickly...

17. Hi Lucy come in and take a seat- how are you today …good…so I’ve been reviewing
your performance and it looks as if you’ve settled in well.
We’re very pleased with your progress so far.
You’ve been here six months now and we set a goal of meeting and developing strong
relationships with 12 of our portfolio of clients over the year and you’ve already done
that with 9…that’s great…and how have you found it?
Are there any specific areas you feel you need to improve?
OK. Well…I can see you’re getting on well with the your colleagues it’s just that some
of them have complained about your temper…you sometimes get stressed and it
shows.
Now let’s look at you other client satisfaction KPIs….they look good too

18. Managing Feedback
Performance appraisal-evaluation-review
Develop staff potential
Give feedback-set goals
Structure-skill-diplomacy
Make critical comments
Get the employee to bring up issues themselves
Encourage self criticism
Are there any specific areas you feel you need to improve?
Maybe you have some thoughts on your performance?
Perhaps you wouldn’t mind sharing your own ideas on how you’ve been doing
How about you...what’s your self-assessment at this point?

19. Set objectives for future action
So we’ve agreed your plans for training...let’s just finish up
with your productivity goals.
Starting with developing our relationships with clients...I
think we can take your target up to 20 by the end of the
year.
Agreed, great so that’s that. Let’s move on to the time
spent with managing each client...you’re currently
spending about a week on the whole process for each.
We can’t be spending so much time on them...the client
comes to expect it and efficiency goes down.
You end up spending too much time on each and that gets
hard for you too.
Be polite, be firm and give them the option to have shorter
more focussed meetings.

20. support@humanenglish.com