Performance Management–How to Conduct a Meaningful Appraisal
Objective
- To develop a "win-win” mindset when conducting performance appraisal
- To equip participants with skills and techniques in giving feedbacks
Content
- The techniques of developing a correct mindset - "win-win” in the performance appraisal
- The different stages of performance appraisal and their importance
- Practice the effective questioning, listening and giving feedback skill in order to achieve a meaningful appraisal
- Understand why the appraisee becomes difficult and learn how to deal with the situation
Details
| Course Code | : | 13B-07 |
| Date(s) | : | 19/11/2013 |
| Time | : | 0930 - 1700 (6 Hours) |
| Venue | : | Duke of Windsor Social Service Building, 15 Hennessy Road, Wanchai, HK |
| Target Participants | : |
NGO Managerial and Supervisory Staff |
| Class Size | : | 30 |
| Language | : | Cantonese (supplemented with English) |
| Fee | : | HKD 980.00 |
| HKD 880.00 (For HKCSS Agency Member Staff Only) | ||
| Early Bird Fee | : | HKD 800.00 (Payment on or before 29/10/2013 for HKCSS Agency Member Staff Only) |
| Enquiries | : | 2876 2470 or [email protected] |
| Speaker(s) | : |
Mr. CHUNG Hillman 鍾衍文先生
Principal Consultant
Human Focus Consulting
Mr. Chung has 30 years of working experience in Human Resources and Consulting field. He has assumed human resources leadership in different business natures such as hotel, food and beverage operations, estate management, transportation services and resort establishment. Hillman holds a master degree in Human Resources Management from the University of Surrey. He has been a licensed Trainer of a series of programs under an American consulting firm and accredited practitioner of the Myers-Briggs Type Indicator (MBTI)® Step I & II, a certified administrator of DISC Behavioral Assessment and a certified coach of Marshall Goldsmith Stakeholder Centered Coaching.
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Remarks
"Small NGO Talent Development Subsidy Programme" does not apply to this course. For other financial support, please click HERE .
