Performance Management & Appraisals
Teacher: Grace Lim
About this course
Performance management is one of the most sensitive responsibilities a Filipino manager carries — it shapes pay, promotions, and morale, and when done poorly it invites grievances and DOLE complaints. This course walks you through building a performance system that is fair, defensible, and genuinely developmental.
You will learn how to cascade company goals into individual KPIs, run a full appraisal cycle from planning to close-out, calibrate ratings across teams to remove bias, and deliver feedback that people can actually act on. We close with performance improvement plans (PIPs) done the right way — supportive first, procedurally sound if separation becomes necessary under the Labor Code.
- Set SMART goals and translate them into measurable KPIs
- Design and run a complete appraisal cycle end to end
- Facilitate calibration sessions that reduce rater bias
- Deliver developmental feedback using structured models
- Document and manage a legally sound performance improvement plan
- Handle common appraisal disputes and difficult conversations
Course curriculum
8 ModulesStudent reviews
4.5Very practical, though I wish there was a downloadable KPI template pack to go with the sales and support examples shown on screen.
The calibration module alone was worth the course — we finally standardized ratings across our three branch managers who used to be wildly inconsistent.
The PIP module gave me the confidence to finally set up a real improvement plan for a struggling staff member instead of just avoiding the conversation.
I used the SBI feedback framework in my very next 1:1 and my team lead actually thanked me for being clear instead of vague like our old appraisal chats.
Solid content overall, but the appraisal cycle timeline felt geared toward larger companies; a smaller-team variant would help.
Grace explains the twin notice rule connection to PIPs clearly without turning it into a law lecture — exactly the level of detail an HR generalist like me needed.
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