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Next Generation Performance Management & Performance Appraisals Masterclass

Managing Performance, and Measuring Performance and Managing Appraisal Ratingsin order to Attract, Retain and Motivate your Top- Performing Employees.
Course Fee SGD2,195

Course Trainer

Robert Mosley was awarded the “Global HR Leadership Award” in 2017 by the World HR Congress to recognize his iconic contribution to the global C&B community over the past decade. He is truely one of the leading HR trainers in the world today, and is in the “Global Guru #500 List”.

Robert is widely recognised in many industries and many countries as one of the leading global experts on compensation and benefits, and is also a leading expert in the more general field of human resources and performance management. His main areas of expertise and specialism are in the fields of job analysis, job descriptions, job evaluation, grading schemes, pay structures, allowances, bonuses and incentives, industrial relations and collective agreements, e-HR systems, performance management, performance appraisals, and all issues on compensation and benefits globally, especially in the GCC and Asia having worked in these regions for over 25 years.

Robert was born and educated in London (in UK) and he graduated with a MA masters degree in Mathematics from Oxford University (in UK) in 1983, and then obtained his MBA masters degree in business studies from London Business School (in the UK) and Chicago Business School (in the USA) in 1985. He then became a member of the Chartered Institute of Personnel and Development (in UK) with an FCIPD qualification, after deciding to focus on HR.

Who Should Attend

This live online course is designed for everyone who requires an appreciation or an in-depth knowledge of performance management (PM) and implementing a performance appraisal (PA) system underpinned by objectives and competencies as part of an overall performance management approach. This includes HR generalists at all levels of their careers, as well as Specialists in “Performance” or “Compensation” who focus on performance and compensation who wish to develop their skills in PM&PA. The courses are also highly suitable for all Line Managers from all Functions who manage the performance of their employees.

Key Benefits Of Attending

Learn about the truths and myths concerning the “Death of Performance Appraisals” and discover the new trend of monthly milestones via MSCs rather than annual goals via KPIs.

Support business effectiveness by implementing a best- practice performance management system and performance appraisal process, and use best-practice to conduct appraisals and understand the advantages and disadvantages of appraising both objectives and competencies.

Understand the three critical components of an effective performance management system which include setting objectives, measuring competencies and planning development, and drive performance by developing SMART objectives as part of performance management.

Network with your fellow course delegates and course tutor to discuss practical issues related to performance management and performance appraisals that will help you in your workplace

Course Objectives For Performance Management

Establishing and managing a performance management culture, determining Key Results Areas (KRAs), setting objectives and the traditional Key Performance Indicators (KPIs), adopting the new approach of setting monthly milestones and using MSCs, and establishing the right competencies and behaviours for all the roles in an organisation are some of the critical cornerstones of any HR department. It is crucial to design and define the right performance management system that supports your organisation’s goals and business objectives and encourages the development of each individual employee. HR professionals already know that individual performance management is an important tool for improving organisation performance. This course shows in a practical way:

  • How to get an individual performance management system working successfully
  • How to achieve and implement and a culture of performance management

Course Objectives For Performance Appraisal

Individual performance appraisals are tools that help you to manage the performance of each employee in your organisation. However, unless you clearly link it to corporate goals and see it as part of the responsibilities of an effective manager, performance appraisals can be nothing more than tick-box paper exercises. Traditional appraisals have sometimes had no links to corporate performance or individual employee results. This topic aims to provide a solid foundation on how appraisals lead to performance ratings which can be used in the specific context of pay-for- performance and the general context of HRM and Talent Management. You will learn how to:

  • Increase the effectiveness of employee performance appraisals
  • Critically analyse and develop your own performance management system
  • Learn about different types of performance appraisal systems used globally
  • Develop an appreciation of the commonly used best-practice approaches and formats for employee performance appraisals and performance rating scales

Moreover, this new-and-improved course will also share latest best-practice approaches for abandoning the annual end-of-year performance appraisal meeting and how you can abandon annual KPIs, by moving to monthly milestones and monthly “MSCs”, and monthly 10-minute feedback sessions.

Course Methodology

You will work collectively in teams on practical case studies to gain detailed hands-on experience using the tools and techniques discussed throughout the live online course. You will test various ideas to establish what works for you. Benefit from updating yourself with the latest trends and developments of bestpractice.

Course Case Studies

This live online course is designed for companies from all countries in Asia will and will include case studies designed around best-practice companies based in Asia.

Course Outline

What Is Performance Management?
● The purpose and importance of performance management
● The typical annual performance management cycle (both traditional and next-generation)
● Guiding principles for the performance management process

The Three Critical Pillars of “Performance Management” (OCD)
● O for Objectives: setting KRAs and KPIs or MSCs and performance goals
● C for Competencies: defining the desired behaviours and competencies
● D for Development: establishing a development plan for each employee

Performance Based on Objectives And Goals
● The differences between Duties, Responsibilities and Accountabilities
● What are KRAs (Key Results Areas)?
● What are old-fashioned annual KPIs (Key Performance Indicators)?
● What are modern monthly milestones and MSCs (Must-Do, Should-Do, Could-Do)?
● Linking job descriptions to performance management and setting objectives
● Linking responsibilities and accountabilities to KRAs and KPIs or MSCs
● Setting SMART objectives for KPIs or MSCs
● Monitoring and measuring objectives and goals

● Understanding competence (and competences) and competency (and competencies)
● What is a competency and why use competencies in performance management
● Selecting competencies at the “company” and “job” level that support business goals
● How many competencies are relevant and how to select the key competencies
● The main stages in developing a “company competencies framework”
● Monitoring and measuring competencies and behaviours

Performance Improvement by Development Planning
● Using the performance management process to drive employee development
● When should development planning happen?
● Development options
● Typical formats for individual employee development plans
● Role of HR in supporting development planning
● Role of employee for individual responsibility and implementation

The Critical Design Choices for “Performance Appraisals”
● Reviewing and rating individual employee performance
● Current best-practice approaches to performance appraisal rating scales
● Best practice on different types of rating scales (4 or 5 or 6 point systems)
● Best practice on wording and language used in rating scales
● Best practice on weighting of “objectives and goals” versus “competencies and behaviours”

Managing the Distribution Curve of Appraisal Ratings
● Forced distribution of ratings: to have or not to have (advantages and disadvantages)
● New approach of “Snap-Ratio” to avoid the Bell-Curve
● Managing the “snap-ratio” and determining if a forced distribution is necessary
● Managing the distribution curve of performance ratings using “snap-ratio”
● Adjusting the distribution curve of employee ratings to reflect company results

Appraisal Forms
● Best practice on designing the annual performance appraisal form
● Different appraisal approaches – self-appraisal, direct or indirect, 360-degree
● Typical components of an effective appraisal form – paper based or online
● Practical exercises on completing an appraisal form (both annual KPIs and monthly MSCs)

Performance Appraisal Cycle and Planning
● Annual performance appraisal cycle and key stages
● Implementation issues and cycle timetable
● Role of HR and the line manager in the annual performance cycle

Preparing for An Appraisal Discussion
● Trend to reduce the importance of the annual performance appraisal discussion.
● Preparing for the appraisal discussion and performance review
● The key steps for conducting the appraisal discussion
● Building a culture of effective self-assessment and the role of self- assessment by the employee
● Structyring the employee discussion using the “S-Curve” for a successful outcome
● How to manage an appraisal discussion to minimize conflict and maximize motivation
● Refining your appraisal skills (questioning, listening, feedback)

Key Skills in Performance Appraisal
● Five key skills (questions, listening, silence, suspending judgment, giving feedback)
● Practical exercises on conducting appraisal discussions
● Handling challenging situations

Frequently Asked Questions

Have questions or need help? Please feel free to get In touch with us 🙂



There are no pre-requirements, and this course is suitable for participants who classify themselves at either “elementary” or “intermediate” or “advanced” levels.

You will get certificate of attendance from HRD Future. In order to get the certificate of attendance signed by the course trainer, you are requested to attend at least 90% of the course.

You can register online by filling the registration form on our website. Alternatively, you can also register by email or phone.

To register by e-mail, please send the delegates name, job title, email address, company name and telephone number to enquiry@hrd-future.com or alternatively you can email the scanned copy of the completed registration form.

For more information, please call +65 69807730

All our public events are conducted in English, unless otherwise stated. English subtitle are available for some of the online courses.

The registration fee includes admission to the events, exam and cert for certification courses.

For in-person course, a comprehensive set of documentation material in digital format or only printed format for some of the course distributed at the venue, lunches and 2 refreshment breaks for in-person classes. Hotel accommodation and travel costs are not included in the registration fee; however, we do have corporate rates with the hotel venue. Email to enquiry@hrd-future.com for more information.

There is no deadline for registration. However, for some courses, sometimes we do limit the number of delegates to ensure optimum course interaction. We advise you to register as early as possible in order to avoid disappointment and to allow adequate time for our administration process. for in-person class, if you need to register on the day itself (walk-in registration), then kindly contact our customer service department at +65 69807730.

Full payment must be received within seven (7) working days upon receipt of invoice or before the event date, whichever is earlier.  A LOU with company stamp is requested for those organizations that cannot make payment on time.

Payment Mode

(1) BANK TRANSFER (USD/SGD only)

  • Account Name: HRD Future Pte Ltd
  • Account Number: 695-207639-001
  • Beneficiary Bank: Oversea-Chinese Banking Corporation Limited
  • Beneficiary Bank Address: 65 Chulia Street OCBC Centre Singapore 049513
  • Swift Code: OCBCSGSG

For other currencies, we may provide you a different bank account depends on currencies. Email to enquiry@hrd-future.com for more information.

(2) CHEQUE

Please make all cheques payable to: HRD Future Pte. Ltd. (Appliable in Singapore Company only)     

(3) CREDIT CARD

We are using PayPal as the credit card payment gateway. This is the most secure way for credit card payment. There is an additional 4.4% + SGD0.5 credit card charges per transaction. A payment request email with payment link will send to you via HRD Future’s PayPay account if you choose this option.

Can I change the name/details of the delegate(s) after registration?

Yes, a name can be changed at no additional cost. Please email enquiry@hrd-future.com providing the details of the delegate(s) you wish to replace and the details of the replacement(s). This email should include:

  • Full names, titles and positions in company
  • Company name
  • Direct telephone (for any urgent purpose)
  • Delegate’s email address (for us to send the Pre-Course Reading Material and Questionnaire)

I have registered for an event but I can no longer attend, what is your cancellation policy?

Cancellation policy can always be found in the Terms & Conditions section of your registration form. Basically, cancellations can be made if it is submitted more than 30 days prior to the event.

For cancellations received less than 30 days prior to the event, you have several options:

  • You can send a replacement as we do substitution free of charge
  • If no one from your organisation can attend, formal written request for withdrawal is required and an acknowledgement sent out. If the request is done before a month of the commencement date, a credit voucher is issued to the organization to be used within 12 months of the date of issuance.

Can I get a copy of the delegate list prior to the event?

We do not disclose delegate list prior to the event taking place. A list of participants will be available at the event only.

Can I get a copy of the course materials prior to the event for self-study?

Yes for some of the courses. However since we always update course materials closer to the event date to ensure all data is most updated, we are only able to provide course materials approximately one week before the event dates. A full payment is requested in order to receive the course material in advance.

What is the dress code for the event?

Most of our delegates who attend our courses prefer to wear business/ smart casual clothing. No shorts please. You can also bring optional formal clothing for your personal dinner or networking functions.

Who should I inform about my dietary requirements?

We will email you the event details letter approximately two weeks before the day of the events. You can highlight any special dietary requirements by reply the email.

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