Competency assessments. Input-output. The scorecard method. Generally, these all fit somewhere on an organization’s performance appraisal spectrum. But whatever method you use, it all boils down to this: Are you truly getting the most out of your performance appraisals?
Order this in-depth 90-minute webinar recording all about the performance appraisal metrics every organization should use to maximize what both you and your employees get out of the appraisal process. Our expert–a seasoned HR consultant–will explain the 6 key steps for establishing effective performance appraisal metrics.
You and your colleagues will learn:
- How to measure the desired outcome of a given job position
- The best methods for capturing solid performance objectives
- How ethics play a role in measuring performance
- How to provide performance feedback in a way that meets organizational requirements
- Where shared goal setting fits into performance appraisals
- Why a one-size-fits-all approach to metrics generally doesn’t work
- The steps you must take to optimize your appraisal system to reflect your company’s culture
This webinar was recorded on Monday, December 7, 2009
About Your Speaker:
George Taylor, SPHR, MBA, is an HR consultant and speaker with more than 20 years of strategic global human capital-human resources experience, management, and leadership. He specializes in human capital-human resources consulting projects that integrate core human resource functions with ERP/SaaS systems by defining end-user needs (company-to-individual) for core organizational human capital processes that add value to profitability and/or readiness of client organizations. In addition, he implements initial HR architectures and/or build upon existing HR architectures and frameworks, specializing in organizational development, talent management, succession planning, and HR audits, as well as capital strategies in the areas of change management, talent management, and performance management.
Taylor works primarily with small-to-medium-size companies in the emergent growth and mature stages and also sub-contracts with government and larger consulting firms that specialize in HC-IS integration projects. When working on government projects, he normally is retained for job analysis, knowledge management, workforce planning, and business intelligence projects.
Taylor’s blog, “One Minute HR Consultant,” provides effective human capital strategies organizations can immediately implement for positive results.
Approved for Recertification Credit
This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.
