Cipd 3prm

3PRM ACTIVITY B What did I do? Before I started the appraisal i had to look at the up-to-the-minute personal development plan that was in place. I also went done what targets were in place and checked that the objectives that had been set where smart. I wanted the employee to feel prospering so I decieded to make this and informal meeting. I wanted to change the employee to feel at ease and not nervous are anxious. The model that I decided to use was the GROW model which is used often in coaching to motivate and involve. I advised the employee the format of the meeting, I explained that it would be a opportunity to give his view on how he felt his development was going. To discuss any strengths and also discuss force fields where development may be needed. We first discussed the menstruum personal development plan that was in place and ask the employee there current view of how they feel they are performing and where they are at with targets to date. What feedbac k did I get?The employee gave me some great feedback. They advised the format of the meeting and being informal made the employee feel comfortable and at ease. The employee like that we reviewed the current personal development plan and was happy to have areas of improvement to allow to employee to set goals. It was clear that I was familiar with the objectives and had reviewed these before we started discussing them. It was also advised that I was relaxed which helped the employee feel relaxed. How would I rate my performance?I think I did quite well, as this isnt something I have a lot of bring forth in so I feel that there are areas I can improve on in future. I felt that I did real well at listening to what the employee was saying and linking that to another dissonant question to get the employee talking and the review flowing. I also feel that my friendly and relaxed address came across as very sincere and helped the employee speak honestly. What have I learnt? I think I ha ve learnt how to make and employee feel comfortable in a review and also I have learnt what type of questions may be asked.I now also feel I have the skills to help boost the employee to talk rather than you doing all the talking, and you have to be able to develop goals and objectives that are appropriate and relevant for the individual. By asking the right questions and persisting with open questions, they do eventually start to talk. How get out I use what I have learnt? I think the skills I have learnt will prove utile not only when conducting appraisals, but in other situations such as interviews and disciplinaries.Both of these situations require the use of good questioning and listening skills and I think that I will be much more confident in my ability to engage employees in open conversation in the future. I think it will also encourage me to take more of an interest into all employees development and will now push for reviews to be on a more fastness basis. I think thi s will help to boost employee morale, as well as improve communication between line managers and their staff. PLANNING NOTES Work through objectives and assess whether they are SMART? * Look at whether we can re-word these to make them more achievable * Look at strengths and weaknesses * Discuss rewarding and timescales * Development areas * Discuss more realistic targets NEW OBJECTIVES To be provided with extra support in areas where established weaknesss. Provide additional training to enable employee to develop within the company and further there career as outlined in new personal development plan.