PERFORMANCE MANAGEMENT AND DEVELOPMENT

DESCRIPTION

Successful performance management means staffs’ performance matches your organization’s goals. This can be achieved through four key processes: setting clear objectives, monitoring performance, reviewing performance and improving performance. This course invites you to step back from your own situation and focus on themes of understanding and improving performance through the people you manage.

This course provides the tools and techniques you need to improve performance in your team, department or project. The course promotes a proactive and systematic approach to performance management by highlighting how managers can agree performance objectives with team members, set up mechanisms for reviewing progress and actively support improvements in performance.

This course explores the elements, purposes, and types of performance appraisal systems. Through an interactive case study, the course covers the assessment and implementation of a performance appraisal system.

OBJECTIVES

At the end of this program the participants will be able to :

Develop the vision and skills that result in real team commitment
Identify organizational mission and relate it to organizational goals and performance standards
Prepare and conduct a planning meeting to establish outcome-focused performance plans
Discuss the benefits of performance management to employees, managers and Organizations
Work to improve poor performers and apply coaching techniques to unlock employee potential and maximize performance
Structure a framework for mutually effective learning and development
Set and track measurable performance objectives
Coach, train, and support their team members to achieve top performance
Teach their teams to write and execute effective action plans
Explain steps in benchmarking and discuss various approaches to benchmarking
Demonstrate how individual goals link with strategic objectives for one organization

PREREQUISITES

This course is for all individuals working in the field of human resources.

TARGET AUDIENCE

This program is valuable for HR managers, managers, aspiring managers or any key personnel responsible for implementing or maintaining performance management and/or appraisal systems within their organizations, Non-HR business professionals desiring a fast-track introduction to the business human resources function and Line managers wishing to improve their knowledge and skills in managing subordinates. Recruiting professionals and administrative personnel who support the performance management process.

PROGRAM OUTLINE

Successfully Align your Employee Goals with your Overall Business Strategy & Objectives

Setting individual & departmental goals
Linking your department’s function to the overall company vision, mission, strategies & goals
Creating a business plan that feeds into the corporate vision
Setting up a team performance plan to reach business objectives
Developing individual action plans & personal performance contracts
Drawing up work profiles
Identifying key people in your department who can support other employees to enhance performance

Ensure Commitment & Buy-In Strategy

How are individual & departmental goals linked to the corporate vision
Employee performance impact on business results
Involve employees when drawing up your department’s business plan
Organize team building exercises to reinforce your department’s business goals
Set objective individual goals during a special one-on- one meeting
Negotiate target setting with your employee
Develop clear personal action plans
Utilize key communication tools to create awareness around performance management
Use employee feedback & suggestions constructively to rectify weaker performance areas

Performance Process

Training Needs Analysis (TNA)
Determine Organizational Need And Expectation
Determine Current Skill Level
Evaluating Training Gap
Develop Training Needs To Meet Gap
Training Methodology
Experiential Learning
Self Evaluation Instruments
Individual Coaching Follow Up

Enhance your Department’s Performance by

Setting Realistic Standards & Negotiating Win- Win Contracts
Establishing expectations of the department & determining how employees contribution
Developing performance standards according to these expectations & recording them
Highlighting all requirements, roles & responsibilities of a specific job function in a performance contract
Reaching an agreement with the employee on what expectations are
Using a rating system or criteria to measure actual performance on three levels
Creating development areas in your department & ensuring/promoting continuous improvement
Setting up a performance record for each employee & developing a personal plan

Enhance your Department’s Performance by Setting Realistic Standards & Negotiating Win- Win Contracts

Establishing expectations of the department & determining how employees contribution
Developing performance standards according to these expectations & recording them
Highlighting all requirements, roles & responsibilities of a specific job function in a performance contract
Reaching an agreement with the employee on what expectations are
Using a rating system or criteria to measure actual performance on three levels
Creating development areas in your department & ensuring/promoting continuous improvement
Setting up a performance record for each employee & developing a personal plan

Boost your Performance Management System by Linking it to an Effective Remuneration/Reward Plan

Rewarding good performance in front of peers
Establishing a system where employees can allocate points to each other
Using performance ratings to determine bonuses
Introducing additional financial incentives on a regular basis
Utilizing the reward system to develop leaders
Recognizing qualifications & work experience when rewarding good performance
Implementing a team reward system in order to encourage individuals to perform as a team

Basic Supervisory Skills

The Role Of The Supervisor
The New Role Of Supervisor-Making The Transition
Planning And Organizing
Delegation
Motivating
Leadership
Time Management
Team Building
Managing Change
Effective Communication
Conflict Resolution
Managing Difficult Employees

TRAINING METHODOLOGY

We use an interactive teaching and learning methodology that encourages self-reflection and promotes independent and critical thinking. The learning process is reinforced through the use of practice examples, questions and debate designed to stimulate a critical and questioning approach by delegates. A high level of delegates’ participation is encouraged to ensure that the conceptual knowledge and management skills acquired can be directly applied within the learner’s workplace.