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HR TRAINING 2019 - Positively Impacting Employee Behavior through Performance Management, Coaching & Counselling

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Category Learning destination for professionals courses, world class professionals trainings, professionals training courses

Deadline: November 21, 2019 | Date: November 21, 2019

Venue/Country: Online Event, U.S.A

Updated: 2019-09-17 18:35:36 (GMT+9)

Call For Papers - CFP


One can easily argue that effective performance appraisals, coaching & counselling are more important in today's business environment than ever due to:

Escalating competition & enhanced customer expectations

Technological changes requiring continuous skill development

The need to maximize employees potential within lean organizations and have all employees focused on their job and the company's priorities

Higher expectations of employees for career development

Why should you Attend

In a perfect work-world managers would provide their direct reports continual feedback. Employee feedback is key today because of the rapid changes occurring in organizations necessitating that employees continually upgrade their skills. And annual conversations do not meet this need.

However, many managers struggle with this need for ongoing coaching because of the demands on their time and some lacking the techniques that are required. Employees used to expect to work for a boss. Today they want and need a coach. They want personal and professional development and they need help to meet their goals.

Regardless of the strain on their time better managers know that performance management - including performance appraisals supported by ongoing coaching and counselling - work - and is the essence of their jobs as managers.

These better managers know that performance management:

Establishes and clarifies expectations - research has shown that only half of employees understand clearly what is expected of them. Effective managers align employees' expectations with their responsibilities as managers and the goals of the organization

Provides employees with feedback on-the-spot - when they most need it to better perform to their capabilities. Employees who agree that their manager provides them timely and meaningful feedback are about 3 times more likely to be engaged

Creates individualized accountability - less than half of employees feel that their manager holds them accountable for their performance responsibilities. The essence of performance management leading to performance development is built on accountability.

Performance appraisals supported by daily coaching and counselling inspire employees to perform to their capabilities resulting in a win-win-win - for the organization, the employee and, not least the least of which is the manager who is building a high performing team.

Areas Covered in the Session

Rationale for and the Anticipated Payback from Performance Management

Why Performance Management is Necessary in Today's Business Environment

The Financial Impact of Performance Management

The 'Win - Win - Win' of Performance Management

Implementing a Performance Management Program

Three Tools Needed to Facilitate Your Appraisal Program

How to Utilize Organizational Success Factors & Core Competencies in Performance Management

Ongoing Coaching and Counselling - that Supports Your Appraisal Message

Why Employees Don’t Do What They are Supposed to Do

Why Managers Often Want to Avoid/Put Off Giving Feedback?

The Fallacy of Putting Off Giving Feedback on Performance

Five Techniques for Giving Feedback

The Differences between Coaching & Counseling

When to Coach & When to Counsel?

Work Situations That May Require Coaching

Work Situations That May Require Counseling

Preparing for a Performance Appraisal Interview

Mutually Establishing and Clarifying Expectations: Objectives and Competencies

Using S.M.A.R.T. Performance Objectives

Resources for Establishing and Defining Objectives and Desired Outcomes

Reasons for Documenting Employee Performance

Creating Achievement/Incident Files

Utilizing the F.O.S.A. Performance Documentation Format

Questions to Ask Yourself When Preparing for a Performance Appraisal

Useful Information to Gather Before Starting an Appraisal

11 Steps to Prepare for an Appraisal Interview

Conducting Effective Performance Appraisal Interviews

Seven Objectives for the Appraisal Interview

Performance Appraisal Discussion Starters

Six Techniques for Conducting Performance Appraisals

A Performance Appraisal Checklist for Managers:

Personal Preparation

Conducting an Appraisal Interview

Closing the Discussion

Post Appraisal Follow Up

Who Will Benefit



Human Resource Professions

Supervisors who want to improve their existing Performance Appraisal process and/or enhance their Coaching, Counseling or Appraisal skills

Speaker Profile

Pete Tosh is Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines

Implementing Strategic HR Initiatives: Executive Search, Conducting HR Department Audits, Enhancing Recruiting, Interviewing & Selection Processes, Installing Performance Management Programs, Conducting Training Needs Assessments, Installing HR Metrics, etc. Maximizing Leadership Effectiveness: Facilitating Team Building Initiatives, Designing and Facilitating 360 Performance Assessments, Executive Coaching, Measuring and Enhancing Employee Engagement and Performance, etc.

Strategic Planning: Facilitating Strategic Planning Events, Establishing Succession Plans, Installing Business Performance Metrics, etc. Enhancing Customer Loyalty: Conducting Customer Satisfaction Surveys, Facilitating Customer Advisory Councils, Developing Standards of Performance and Scripts for Key Customer Touch Points, etc. The Focus Group has provided these consulting and training services to manufacturing and service organizations across the U.S., Canada, Europe and the Middle East. Pete has worked closely with the leadership teams of organizations such as Exxon, Brinks, EMC, State Farm, Marriott, N.C.I. YKK and Freddie Mac to

Align corporate organizational structures with their strategic initiatives - while insuring value creation for their customer bases Ascertain customers’ primary needs and perceptions of organizations’ performance relative to that of their competitors Develop and implement customer loyalty enhancement processes - based on specific customer feedback - that delivered sustainable advantages in the marketplace

Implement performance management programs, executive coaching, compensation systems and other HR processes to strategically direct and reward desired employee behavior Prior to founding his own firm 25 years ago, Pete had 15 years of experience -at the plant, divisional and corporate levels - in Human Resource and Quality functions. Pete held leadership positions - to include the V.P. of Human Resources and Quality - with Allied Signal, Imperial Chemical Industries, Reynolds Metals, Charter Medical and Access Integrated Networks.

Pete also frequently develops and facilitates a variety of leadership development programs including: Strategic Planning, Moving from an Operational Manager to a Strategic Leader, Strategic HR Management, The Fundamentals of Human Resource Management, Recruiting, Interviewing & Selection, Employment Law and Utilizing HR Metrics. Employees from over 3,000 organizations have benefited from Pete’s experience and perspective. Pete is co-author of Leading Your Organization to the Next Level: the Core Disciplines of Sustained Profitable Growth.

Pete holds a B.A. degree in Psychology from Emory and Henry College and Masters degrees in both Business Administration and Industrial Psychology from Virginia Commonwealth University

Event link:

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