Training Design Proposal

.Title: Feedback skills in Performance Reviews

Introduction

Performance reviews are fundamental aspects of an organization as it enable the management as well as the employees to gauge their performance against the overall organizational expectation. Many employees fear performance reviews because of the belief that the review highlight their failures and weaknesses. However, performance reviews are the platform from where the management and the employees learn about their performance and areas that require modification. The performance review procedure also highlights the areas that need additional resources or training so as to enhance employee performance (Zofi, Meltzer, & Sasanian, 2008). Performance reviews must, therefore, be supported by effective feedback skills. Effective feedback motivates employees and promotes achievement and improvements among employees

Learning Objectives

A training program must have an elaborate objective. The objective acts as the plan of actions that guide the trainers in relation to content and focus of the training session. The learning objectives will focus on the following areas

1. The principles and strategies of giving constructive feedback.
2. The provision of opportunities to practice giving and receiving feedback
3. Analysis of the common problems in giving effective feedback

Content of the training

The content of the training program will revolve around the three main learning objectives. Effective feedback emphasizes on the positive and negative aspects of the employee's performance. The training session will focus on demonstrating that training is not about criticizing the employee, but providing positive criticism (Walsh, 2006). The training program will emphasize on showing the managers how they can give constructive criticism. Constructive criticism emphasizes on providing employees with valid and well-thought opinions about their work.

 The training will emphasize on showing managers that they need not just list the failures of the employees, but they should also provide suggestions on how the employee can improve. The training session will emphasize on the need for managers, to establish a dialog thus encourage information sharing, opinion and clarifications between the manager and the employee. The trainers will take the managers through a role-playing session where some individuals will act as employees while others will act as manager who is giving performance review. The role playing will give the trainer an opportunity to demonstrate the do’s and do's of giving performance review feedback. The trainers will also focus on the common problems encountered when giving performance review feedback.

Methods of Training

The trainers will divide the group into two groups since the training program takes two days and covers 100 managers. However, the content and the training methods will be the same. Prior to the start of the training session, the managers will receive training manuals that cover the three learning objectives of the training session. The trainers will use lectures to provide the manager with relevant content related to the provision of effective feedback skills. The trainers will prepare the lecture beforehand thus ensuring they have content that is adequate and relevant to the study. The lecture will highlight interactive thus allowing the manager to make their contributions and suggestions on the topics that the trainer will cover. Additionally, the trainer will probe the managers by posting questions that will initiate debates and class discussion. The lectures will also involve the integration of case studies on feedbacks skills that have enhanced the performance review process in notable organizations.

The trainers will also employ role-play as part of the training method. The trainer will organize the manager to act out situations they encounter when giving performance review feedback. The purpose of the role-play to take the managers back to real-life situations involving the provision of one-on-one performance reviews. The trainer will evaluate how the managers give feedback and suggest areas that require modification. The trainer will also probe the manager to offer their suggestions on the appropriate feedback skills for the role play.

Instructional Media and Equipment

The training session will involve the utilization of a whiteboard and markers. The trainers will use the whiteboard to write main points that relate to the learning objectives. The whiteboards will also be handy in case the trainers need to make diagrammatic demonstrations during the training session. The training will also entail the utilization of PowerPoint presentations. The trainers will use PowerPoint presentations as part of his teaching strategy. The power point presentation will be ideal for the training process because it will contain short and simple material that relates to the training. The trainers will also use audiovisual aids such as CDs that will contain a scenario of application of effective and ineffective feedback skills. The use of the CDs will support the role-plays that the trainees will engage in as part of the learning process. The use of audio-visual aids provides trainees with an alternative platform to learn and acquire knowledge (Moreno, 2006).

Logistical Arrangements

The training session will occur at two conference halls that have the U-shape design for the layout. The U-shape design means that all the trainees will be facing the trainer thus the ease of the trainer to involve the trainees in conversation. The sitting arrangement means that the trainer will have a focal point from where he will be visible to all trainers. The trainer will stand at the focal point and give his lectures and presentations. The U-shaped layout will also be ideal for audience interaction as the trainees will be facing each other. The trainees will thus see each other during question-answer sessions as well as during class discussions and debates. Moreover, the space at the central position of the layout will be ideal for role-playing. Trainees who undertake role playing will act out their roles at the center of the layout where they will be visible to all. Additionally, the central space allows the trainer to utilize his whiteboard as well as make a PowerPoint presentation of the learning content.

Conclusion

Performance reviews are part of the critical activities that involves the assessment of employee’s performance. It is critical, therefore, for managers to have effective feedback skills so that they can offer constructive criticism. Feedback is critical as it enables the employees to understand how he is performing against the organization’s expectations. A training session on the provision of effective feedback aims to train managers how to provide positive and negative feedback.

Reference

Moreno, R. (2006). Learning in High-Tech and Multimedia Environments. Current Directions in Psychological Science (Wiley-Blackwell), 15(2), 63-67. doi:10.1111/j.0963-7214.2006.00408.x

Walsh, J. P. (2006). Organizational Learning from Performance Feedback: A Behavioral Perspective on Innovation and Change. American Journal of Sociology, 111(6), 1969-1971

Zofi, Y. S., Meltzer, S., & Sasanian, J. (2008). Turning negative feedback into positive results. Long-Term Living: For the Continuing Care Professional. pp. 49-50

Carolyn Morgan is the author of this paper. A senior editor at MeldaResearch.Com in Write My Research Paper For Me services. If you need a similar paper you can place your order from custom nursing essay writing services.