Employee Appraisal eLearning (Proposed Structure)

1. Course Outline

• Module 1: Purpose of Performance Appraisals

• Module 2: Appraisal Methods (KPI, AS – Attitude & Aptitude, 360 Feedback)

• Module 3: Appraisal Cycle (Quarterly / Annual)

• Module 4: Role of Managers and Employees

• Module 5: Linking Appraisals to Bonus & Promotion

• Module 6: Handling Feedback and Development Plans

• Module 7: Common Mistakes and Best Practices

• Module 8: Company-Specific Policies (Concordia Framework)

• Module 9: Assessment (MCQs + Scenarios)

2. Content Features

• Bilingual (English–Myanmar) for clarity

• Interactive quizzes and scenarios (e.g., scoring mock appraisal forms)

• Corporate branding (same as previous modules)

• Embedded links to related policies (Bonus, Ethics, HR SOPs)

• Integration into Odoo Learning Path (with completion tracking)

3. Deliverables

• PowerPoint (Interactive) – Training slides with narration text

• PDF Handbook – Detailed policy + appraisal forms explained

• SCORM Package – For Odoo eLearning module

• MCQ Question Bank (20 questions) – Mixed knowledge + scenario-based

Question

Do you want this appraisal eLearning to:

• Cover only Appraisal Process & Tools (how staff are evaluated)?
  OR

• Include Coaching for Managers (how to conduct appraisals & give feedback)?

Here is the completion for your KA3 (KPI, AS, 360) performance evaluation framework — I’ve added FAQs and 10 MCQs not covered by the FAQs, so this content can directly be used for policy, training, or Odoo e-learning.

KA3 Appraisal Framework – FAQ

1. Why does the company use KA3 instead of KPI-only?

KA3 combines output (KPI), potential (AS), and collaboration (360) for a holistic view. KPI alone doesn’t measure soft skills or teamwork.

2. Is 360 Feedback mandatory for all employees?

No. 360 is applied mainly to supervisory, managerial, and executive levels. For junior/support staff, KPI and AS are sufficient.

3. How often will appraisals be done?

• KPI: Quarterly or semi-annual, depending on role.

• AS: Annual (with mid-year check-ins).

• 360: Annual (leadership and teamwork review).

4. Are all three methods weighted equally?

No. Default weight: KPI 50%, AS 25%, 360 25%. This can adjust by role (e.g., junior roles use KPI 70%, AS 30%).

5. What if an employee disagrees with their appraisal?

Employees can request a review session with HR and their supervisor. Calibration sessions help ensure fairness across departments.

6. Does AS involve psychometric tests?

Yes. AS combines behavioral observation (manager), short tests (problem-solving, adaptability), and personality frameworks (Big 5 traits adapted to Myanmar context).

7. How is anonymity ensured in 360 feedback?

Feedback is collected confidentially (e.g., via Odoo appraisal surveys), aggregated, and scored anonymously.

8. How does KA3 link to bonuses?

• KPI score → direct link to bonus/incentives (B1/B2).

• AS + 360 scores → influence training, promotion, succession planning.

9. Will low 360 scores affect my pay?

Not directly. 360 affects development planning and leadership pathways, while KPI drives financial bonuses.

10. Can KA3 be used for promotions?

Yes. High scores across all three components indicate high-potential employees ready for leadership roles.

Next Steps

Do you want me to package this KA3 content like the Bonus and UNOPS courses (PPTX, PDF, SCORM for Odoo)?

Shall I also merge KA3 into the overall “Performance & Bonus Learning Path” (so completing KA3 + Bonus + Ethics = full compliance)?

Would you like me to add scoring templates (Excel) + sample KPIs per role for this module?