The British Academy for Training and Development offers a course on employee performance evaluation and performance model evaluation for anyone who wishes to add and update information on how to perform the role of customer evaluation offices and the foundations that are adopted.

Success in large companies is not the result of individual work or the skill of a specific person within the company, but rather it is an integrated work and the combined efforts of all employees within the company and various departments. Any defect that may occur in the work of any of the company's administrative, executive or supervisory departments will be reflected in the overall performance. Therefore, it is very necessary for employees within employee evaluation offices to monitor the entire work mechanism that takes place within the company in order to control any defect and support any development within the company. The evaluation mechanisms and models used will be presented in the Academy's course.

Who Should Attend?

• Managers and owners of government and private establishments and institutions.
• Managers of new employee recruitment offices.
• Managers of internal control offices within the company.
• All employees within internal audit offices.
• All employees within administrative follow-up offices for workers and company offices.
• Responsible for follow-up and supervision of employee performance and evaluation.

Knowledge and Benefits:

After completing the program, participants will be able to master the following:

• The criteria by which the work of employees within the company is evaluated.
• How to estimate the general work and overall performance of employees within the company.
• How to develop a plan regarding the positive and negative points by which workers are evaluated.
• How to link the completed work and employees who participated in the success of the project.
• Gain experience through intensive workshops.
• Develop leaders' ideas in implementing plans.

• Introduction to Performance Appraisal
  • Definition of performance appraisal and its importance in the workplace.
  • The concept of performance appraisal has evolved over the years.
  • Different schools of thought in performance appraisal.
  • Objectives of performance appraisal: improving performance, enhancing communication, and developing employees.
  • The difference between performance appraisal and annual appraisal.
• Performance appraisal tools
  • Review of different performance appraisal tools: interviews, questionnaires, daily observations.
  • How to choose the right tool according to the nature of the work.
  • Design effective questionnaires for performance appraisal.
  • Use software and applications in performance appraisal.
  • Analysis of data resulting from appraisals.
  • Use artificial intelligence in analyzing data related to performance.
• Performance appraisal models
  • Review of common performance appraisal models: competency model, results model, self-assessment model.
  • Advantages and disadvantages of each model.
  • Applying models in different work environments.
  • Collecting and analyzing data to determine key performance indicators.
  • Using big data to improve appraisal models.
• Implementing the appraisal process
  • Steps to implement performance appraisal: planning, implementation, and follow-up.
  • How to provide constructive feedback.
  • Managing expectations and dealing with objections.
  • Challenges of performance appraisal for remote employees.
  • Strategies to ensure fairness and objectivity in appraisal.
  • Modern performance appraisal platforms: their features and how to use them.
  • Integrating digital assessments with talent management strategies.
• Assessment-based employee development
  • Using assessment results to identify training and development needs.
  • How to create effective personal development plans.
  • Boosting motivation and commitment through assessment.
  • How to link assessment results to management decisions.
  • The importance of transparency in the performance appraisal process.
  • Using machine learning techniques to personalize development plans based on employee needs.
  • The role of intelligent systems in providing personalized training recommendations.