Very detailed and enlightening. Please assist with the steps on how HR department will be able to support managers of other departments to improve performance of their supervisees. Thanks
You said for performance coaching - you don’t need to wait to get to appraisal b4 caching. So my question is what do you use to check the employee’s performance that will require you to introduce coaching
You must have set the performance objectives for the employee ahead. The achievement of the performance objectives can be monitored continuously to know areas for coaching.
This is great. pls how do we remove subjectivities in performance management. for example, Mr A is my line manager does not like me but i always meet and exceed my target. At the Appraisal he always give me poor score because he dislike me. despite my performance with evidences?
@Ahmed Ademola - subjectivities can be removed in performance management process once the process is built on clear and measurable key performance indicators (KPIs).
I love your way of illustrating about performance management. Please take us through a process of developing the tools for performance appraisal.. is it right to review performance used one tool for all employees? Can one develop a tool that will cater for the appraisal of all cadres. My organization is ambiguous/ complex. We have various cadres, skilled, semi skilled and non skilled (but have ability to perform specific tasks) Thank you
I really appreciate your videos. I’ve watched a few of them now and they have been very helpful. Very informative I must admit. I’m trying to venture into a career in HR with absolutely no knowledge nor experience. Do you have a training program that I can benefit from or can I reach out to you for more specific informations I need? I’d really appreciate your response.
Please can you teach us how to set up a performance management framework from the scratch… I’m a team of one and still struggling with this.. thank you
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Very detailed and enlightening. Please assist with the steps on how HR department will be able to support managers of other departments to improve performance of their supervisees. Thanks
One key area of HR I'm very interested in understanding. Thank you for this
@Udeme Archibong - I am glad to know and happy you found the video valuable! 🙂
Thank you so much Mr.Segun
This is precise and straight to the point. God bless you Sir.
Thank you for kind words!
Thank you so much Segun. Wow this was very helpful. I am an aspiring Performance Management Expert like you 😂🙏😊
Glad it was helpful!
Amazing insight. Thank you for this sir. Can you talk about developing a competency framework?
@Francis Abraham - I am glad you liked it. Thank you for your suggestion, I will sure do a video on it soon!
Sir , I will glad if I can be train more on this topic. Thank you
@Patrick Bayodele - you can watch other videos on Performance Management here - th-cam.com/play/PL2LPdLo3jDLPvsg1tvGJwDBe1G8CEgLVA.html
You said for performance coaching - you don’t need to wait to get to appraisal b4 caching. So my question is what do you use to check the employee’s performance that will require you to introduce coaching
You must have set the performance objectives for the employee ahead. The achievement of the performance objectives can be monitored continuously to know areas for coaching.
This is great. pls how do we remove subjectivities in performance management. for example, Mr A is my line manager does not like me but i always meet and exceed my target. At the Appraisal he always give me poor score because he dislike me. despite my performance with evidences?
@Ahmed Ademola - subjectivities can be removed in performance management process once the process is built on clear and measurable key performance indicators (KPIs).
I love your way of illustrating about performance management.
Please take us through a process of developing the tools for performance appraisal.. is it right to review performance used one tool for all employees? Can one develop a tool that will cater for the appraisal of all cadres. My organization is ambiguous/ complex. We have various cadres, skilled, semi skilled and non skilled (but have ability to perform specific tasks)
Thank you
Yes, the performance appraisal tool can be modified for different employee categories.
I really appreciate your videos. I’ve watched a few of them now and they have been very helpful. Very informative I must admit.
I’m trying to venture into a career in HR with absolutely no knowledge nor experience.
Do you have a training program that I can benefit from or can I reach out to you for more specific informations I need?
I’d really appreciate your response.
Glad it was helpful!
Thank you for this video. Please, how do I create KRAs/KPIs?
@Joyce Oleribe - I did another video on KPIs, watch it here - th-cam.com/video/wmdv_4_KIPk/w-d-xo.html
your are best boss!
Thank you so much 😀
This is great
@Sleeklady's Corner - thanks!
Very detailed. Thank you Sir
Thank you for this I have been procrastinating.
I must say it's worth the view
@Yetunde Sholu-Adesanya - I am glad you watched and happy to know it was worth your time! 🙂
Really helpful. Thank you sir.
Please can you do something for structuring contract employee allowances? What tax(es) and benefits apply, etc.
I have a playlist on Payroll Management. You can watch it here - th-cam.com/play/PL2LPdLo3jDLP-EiTvkKE8mX7L5T5t0SEf.html
@@segunakiode
Great! Thank you very much.
Fantastic Insight!!
@Simisola Ola I am glad you enjoyed it!
It is very structured and helpful. Thank you.
Glad it was helpful!
Wow! Thank you for always giving great value.
@Adeola Agbelemoge - thank you for your kind words. 😊
Thank you for this episode. It is so enlightening.
Glad you enjoyed it!
Please can you teach us how to set up a performance management framework from the scratch… I’m a team of one and still struggling with this.. thank you
This video was an attempt to help.