HR & Training

Performance Management System for HR Professionals

Mapping your Organisation with Effective Performance Management & Performance Measurement System

Public Programme
 

Who Should Attend:

  • HR Managers
  • HR Supervisors

Course Objectives

How can your organisation expect its people to deliver bottom-line business results when individuals are unclear what’s expected of them? Success Factors Goal and Performance Measurements help your organisation to not only easily measure employee performance but also to identify the star performers as well:

Easily measure individual employee contributions–accurately, clearly and objectively:

  • Identify your star employees
  • Revolutionise your employee evaluation process
  • Bring workforce performance to the next level
  • Boost compliance
  • Install a true meritocracy.

What will you gain?

 By the end of this course, you will be able to: 
  •  Understand the ‘big picture’ of effective performance management and its impact on business results
  • Become proficient in the steps of the performance management process and execute them with ease
  • Design a performance management system with clear definitions about roles, accountabilities and the standards of expected performance
  • Strategically align individual goals and your department’s business plan with the overall company objectives
  • Identify the key success factors/key result areas of the organisation and accordingly set performance metrics
  • Explore ways to manage performance with fairness and accuracy while maintaining consistency between all elements of the performance management process
  • Understand and diagnose any potential rating errors and build a plan of action to correct the problems
  • Evaluate performance and set parameters to decide the best course of action to deal with under-performance
  • Discover ways to cut down on erratic performance and diagnose the reason behind it
  • Provide performance feedback to employees, as well as, on-the-job coaching to improve performance and to confirm excellence in performance
  • Set out a development plan for the personal success of the employee in relation to the department’s achievements
  • Ensure performance system is fair and unbiased which ensures employee satisfaction and motivation to achieve goals.
 

Course Content

Performance management frame work

  • What is performance management
  • Why is performance management important?
  • What are the characteristics of performance management system?
  • How does performance management work?

Performance management process 

a.    Design During the design phase of performance management process, the following important questions are answered

  • Why do we have performance management process?
  • What do we expect from it?
  • What standards will we use to evaluate employee?
  • How will the evaluation be done?
  • What tools will be used?
  • Who will complete the evaluation?
  • Who will evaluate?

b.    Implementation Establishing job accountabilities

  • Accountability = specific job tasks + performance standards
  •  Job profiling
  • Creating performance standards
  • Example of an accountability on the performance management planning form

Establishing performance measures

  • key implementation critical success factors
    •  Finding organisation critical success factors
    • Critical success factors metrics
    • Critical success factors templates
  •  The 4 winning performance measure
    • The performance measures foundation stone
    • Partnership with the staff
    • Transfer of power to the front line
    •  measuring and reporting only what matters
  •  Linkage performance measures to strategy through CSFs
  • 10/80/10 Rule
  • The 12 -  step PM Model
  • Readymade KPIs data base

c. Evaluation The evaluation phase involves identifying and evaluating the effectiveness of the performance management process. The following outcomes will be evaluated:

  • overall alignment with the organisation’s culture and objectives
  • fairness to employees
  • extent to which it supports the organisation’s recognition and reward system
  • rating errors and biases
    • general biases error
    • halo effect
    • logical rating error
    • contrast and similarity error
    • central tendency error
    • rating inflation
  •  Rating the accountabilities.. How to decide?

Deciding whether someone’s performance meets standards is made easier when accountabilities have concrete performance standards

    • Needs improvements VS. Doesn’t meet standards
    • Meet standards VS. Exceed standards

    d. Development

  • List the factors that contributed in the employee success
  • List the factors that hurt the employee performance
  • Successfully dealt with the situations
  • Identify situations related to the last year’s accountabilities and how the employee successfully dealt with the situation
  • Look for how the ideas listed above may point towards ways to improve on the job
  • Outline the employee’s career goals and realistic options within the division
  • Readymade examples and templates.
Performance Management is important for staff motivation, attitude and behavior development, communicating and aligning individual and organizational aims, and fostering positive relationships between management and staff.

Every organization strives for excellent performance in the marketplace. Performance Management is both a strategic and an integrated approach to delivering successful results in organizations by improving the performance and developing the capabilities of teams and individuals. A successful organization possesses the culture of setting clear expectations for organizational performance as well as structured reviews and monitoring to ensure that they are met.

A performance management process sets the platform for rewarding excellence by aligning both functional/departmental, teams, and individual employee accomplishments with the organization’s mission and vision. Key performance indicators (KPIs) apply both at the organizational and individual levels. At an organizational level, a Key Performance Indicator (KPI) is a quantifiable metric that reflects how well an organization is achieving its stated goals and objectives. At employee level, KPIs appraisal is regarded as a proactive system of managing employee performance for steering the individuals towards desired performance and results. It’s about striking a harmonious alignment between individual and organizational objectives for accomplishment of excellence in performance. Good KPIs are specific, measurable, aligned to the organizational vision, and provide the impetus to shape strategies and plans.

Neuro-linguistic programming is also a model of communication that focuses on identifying and using patterns of thought that influence a person's behavior as a means of improving the quality and effectiveness of their lives. A thorough understanding and application of NLP techniques on Performance Management best practices will lead to a motivated workforce, improved management control and direct financial gains.

There is a direct correlation between the use of performance management systems and the achievement of improved business results. Managing employee performance through coaching and constructive feedback facilitates the effective delivery of strategic and operational goals.

Performance appraisals training provides a formal, recorded, regular review of an individual's performance, and a plan for future development. Our training programmes and courses incorporate both Performance Management and KPI concepts providing delegates with a holistic understanding from setting strategies, to developing teams/functional objectives, and personnel KPIs appraisal.


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