The use of this seal confirms that this activity has met HR Certification Institutes (HRCI) criteria for recertification credit pre-approval.
This activity has been approved for
(General) recertification credit
HRTraininngs is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.
1-hour educational program = 1 PDC.
1-hour and 15 minute concurrent conference session = 1.25 PDCs.
3-hour e-learning course = 3 PDCs.
Performance appraisal should always be an essential part of the ongoing discourse that takes place between employees and management.
It provides a record of previous performance and expectations for work moving forward, as well as a description of ongoing performance and development dialogues that have taken place.
It is common knowledge that employees who are on the receiving end of professional performance reviews experience a wide range of feelings. These feelings might range from relief and gratitude to anger and frustration. Because it allows employees to talk about their achievements and get recognition for the quality of their work, a good number of employees find it to be an exciting time. This is because it offers them the opportunity to talk about their accomplishments.
Also, It may be a stressful situation for both the management and the employee engaged when the employee's deficiencies are brought up for debate since it causes the employee to question their own talents, which in turn can be stressful for the manager. The performance evaluation of an employee should be considered an opportunity for the individual to progress in their role, and the manager should be embraced as an opportunity for growth.
The employee’s annual performance review is evaluated based on the quality of the work that you have contributed, and this will provide you the opportunity to highlight how valuable you are to your firm. Employee evaluations provide an opportunity for the manager to provide the employee with both positive and constructive comments, and the manager also presents an essential chance to collaborate with the employee on the development of both short-term and long-term goals.
Why should you Attend:
Areas Covered in the Session:
- You'll learn how managers may utilize performance reviews to boost morale and outline professional growth opportunities for employees
- Learn more about how pay raises and bonuses are determined based on employee performance
- The performance review is designed to help you better support the employee in developing their abilities by highlighting both the individual's strengths and areas in which they could improve
- Learn how the performance evaluation method can assist you in your managerial role by allowing you to better comprehend your team’s motivations and the standards by which they should be evaluated
- Explore how a thorough analysis of past performance may aid in the formulation of clear job descriptions, the establishment of measurable objectives, and the formulation of long-term strategies
- You'll get some ideas on developing a great performance review for your employees
Who Will Benefit:
- What exactly is involved in evaluating the performance of an employee?
- Learn the kind of performance reviews needed to create a great annual employee performance review
- Employee Self-Assessment
- What should be mentioned in a performance evaluation?
- There is terminology that should and should not be utilized while preparing an employee performance evaluation
- How to prepare a performance review for an employee
- Keeping frequent errors out of the employee performance review planning process
- Employee objectives are established utilizing the S.M.A.R.T. framework of the employee’s performance review
- Methods That Prove to Be Useful When Conducting Performance Reviews on Employees
- Small Business Owners
- Team Leaders
- Project Managers
- Department Heads
- Supervisors and anyone in Leadership Role
Carolyn D. Riggins is the founder and owner of CDR Consulting Services
specializing in training, coaching and identifying problematic gaps in
organization. Ms. Riggins was in retail banking for 35 years with First Florida
Bank, Barnett Bank, Mercantile Bank and TD Bank. At TD Bank, Ms. Riggins
was successful growing her client’s relationship by 71 million dollars through
valuable training and consistently coaching her teams. Ms. Riggins served in
multiple capacity levels of management roles regarding the many banks in
her career path. Under her leadership she was able to work as an Assistant
Vice President Store Manager, Vice President Hub Manager and Vice
President Retail Regional Manager.
In these varies leadership positions Ms.
Riggins was successful with leading and helping her team by developing,
coaching and training to achieve sales revenue growth, deposit growth,
customer growth, lending growth and focusing on compliance. Also, she was
selected as the Regional Bank at Work and Affinity Champion which she
facilitated and delivered material through person-to-person workshop
training or conference training.
In additional, Ms. Riggins utilizes her
Bachelors of Applied Science degree in Management and Organizational
Leadership from St Petersburg College to train team players to be successful
in their roles. In addition, Ms. Riggins has a certificate of completion for
Business Consulting. One of Ms. Riggins goal is to train and coach
continuously by using her education and expertise daily to change, transform
and impact great team players.