Employee Performance and Development Review Training Slides

This project presents a comprehensive Employee Performance and Development Review Instruction Manual, designed for human resource managers to assess employee performance. The manual includes a brief overview of the organization, a detailed description of the performance review process stages, and a memo from the HR Manager to all employees. It also features a training PowerPoint slide pack to educate managers on the Employee Performance Management process, a sample Employee Performance Review form, and a guide for managers on providing effective feedback during review meetings. The training slides focus on key steps like performance problem assessment, adult learning principles, learning objectives, designing training materials, and evaluation and revision of the training process. References supporting the training methodologies are also included.

Slide on
Remuneration
and
Performance
Management

Step 1: Performing Training Need
Assessment
 First of all it is recommended the performance
problem needs to be assessed in order to get a better
idea of the problem in the first place.
 This will also help the manager to get the best
solution of the training process.
 The manager of the company should thus determine
the characteristics of the worker which will help the
training to be more effective.

Step 2: Keeping Adult learning
principles in the mind
 It has to be kept in mind that the managers are
mostly adults therefore it has to be kept in mind
that the training has be made effective in terms of
the old adults (Egan, 2017).
 The adults are known for sharing certain
characteristics which will be more effective for them
but will be less effective if ignored in the first place.
 Therefore the training should recognize these adult
principles learning examples which will likely be
more effective.

Step 3: Develop learning
objectives
 The learning objectives should be very critical
for the effective training, therefore it is the thing
which will contain those criteria that the
managers will do soon after completing the
training
 The managers soon after completing the process
of training will be completing the manager
assessment and work collectively in order to
meet the needs (Donohoe and Kelloway, 2016)
 Here the objective should be specific that is they
should try to manage the things effectively.

Step 4: Designing the training
materials
 It is very important to design the training
material just before moving on to the next step
 Creating the training content as well as the
necessity of the training materials will be very
important
 Breaking up the training materials according to
the necessity and importance
 There should be plenty of opportunity of
feedback during the training session so that
everything is clear before the implementation of
the process

Step 5: Develop the training
materials
 Training materials like various types of
electric media like the Microsoft word or
Microsoft Excel will be useful in this case.
 Handling various types of materials for role
playing components (Milligan-Saville,Barnes
and Madan 2017)
 Therefore it is recommended that the
training materials should contain creative
materials and learning outcomes

Step 6: Evaluate and Revise the
training process
 The last segment of the training should be continuously
monitored in order to determine the evaluation
objectives of the training program which will be later on
monitored by the team leaders and as well as the
assistant team leaders in order to evaluate the training
process (Gayan, Nicholas and Bryan 2018).
 Therefore it is very important to get involved with the
feedback process after the evaluation process. However
after the process of the analyzing process the
effectiveness of the instructor will be assessed in order
top evaluate the effectiveness of the training process.

References
 Egan, L., 2017. Training line managers to deal with cancer. Occupational
Health & Wellbeing, 69(2), p.16.
 Donohoe, M. and Kelloway, E.K., 2016. Transformational leadership training
for managers: effects on employee well-being. In Creating Healthy
Workplaces (pp. 231-248). Routledge.
 Milligan-Saville, J.S., Tan, L., Gayed, A., Barnes, C., Madan, I., Dobson, M.,
Bryant, R.A., Christensen, H., Mykletun, A. and Harvey, S.B., 2017. Workplace
mental health training for managers and its effect on sick leave in
employees: a cluster randomised controlled trial. The Lancet
Psychiatry, 4(11), pp.850-858.
 Gayed, A., Milligan-Saville, J.S., Nicholas, J., Bryan, B.T., LaMontagne, A.D.,
Milner, A., Madan, I., Calvo, R.A., Christensen, H., Mykletun, A. and Glozier, N.,
2018. Effectiveness of training workplace managers to understand and
support the mental health needs of employees: a systematic review and
meta-analysis. Occupational and environmental medicine, 75(6), pp.462-470.

Thank
You …..