Performance Management System

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Private Class from

2000/day

(2 Days)

BENEFITS

Upon completion of this program, participants will be able to:

  • Explain what is performance and the meaning of success in the organizational context
  • Embark on a new approach to carrying out the traditional performance appraisal
  • Describe the methods of carrying out a job analysis
  • State the key result areas (KRAS) of individual job holders
  • State the effective use of key performance indicators (KPIS) in evaluating the performance of the organization and the individual employees
  • Link corporate KPIS to unit and individual KPIS
  • Make performance appraisals outcome-focused and development based
  • Develop a more positive outlook towards self-control and interaction with others at the workplace and in life

INTRODUCTION

Performance Management (the successor of Management By Objectives or MBO) is the essence of managing, and the primary "vehicle" for getting the desired results through employees at all levels in the organization. In the absence of such a system, staff members are unclear as to the employer's expectations regarding performance objectives and standards/targets, leading to low productivity, costly mistakes, stress, de-motivation, and conflict. A sound Performance Management Process/System subscribe to the crucial Principle: "What gets measured gets done".


The days of having a "one-set-of-measures-fits-all" Performance Management System are long gone and inherently flawed. Performance objectives and measures need to be specific to job categories and individual roles.


They should also be clearly linked to Organizational Strategic Goals. This is done by subscribing to the Balanced Scorecard KPI technology to ensure a proper balance in the types of measures (based on four perspectives of the business) used at corporate level, and cascaded down to the lowest position. This ensures vertical and horizontal alignment and integration of the key performance measures throughout the organization to ensure optimal productivity and bottom-line results.


This module aims to train participants in the techniques of carrying out job analysis, identifying job key result areas and developing key performance indicators that will be used in performance measurement of individual employees to meet the objectives of the organization. These will be linked to the company’s KPIS and Balanced Scorecard (if it exists). They will also be exposed to the techniques of preparing and conducting Performance Appraisals that can be used practically back at work.


AUDIENCE

This program is suitable for Managers, executives and team leaders who are involved in leading their work teams in achieving company or organizational objectives and contributing towards its efficiency and effectiveness.


METHODOLOGY

This stimulating program will maximize understanding and learning through an “experiential learning” and “learner-centered” approach which will be used throughout the program by using actual samples of the company’s already existing system and model.

WHY PERFORMANCE MANAGEMENT?
  • The Importance Of A Performance Management System
  • The True Objective Of A Performance Management System
  • Performance Appraisal Vs Performance Development
  • Why The Traditional Performance Appraisals Don’t Work?
JOB ANALYSIS
  • Define The Purpose Of The Job, Job Duties And Responsibilities
  • Define Performance Goals With Measurable Outcomes (Key Result Areas And Key Performance Indicators)
  • Define The Priority Of Each Job Responsibility And Goal
  • Define The Performance Standards For Key Components Of The Job
THE PERFORMANCE MANAGEMENT CYCLE
  • Planning Performance
  • Managing Performance
  • Appraising (Reviewing) Performance
  • Rewarding Performance
PLANNING PERFORMANCE
  • Formulating Objectives
  • Key Performance Indicators (KPI’s: Input And Output-Based)
  • Performance Standards (Quantitative, Qualitative, Behavioral)
  • Performance Agreement
MANAGING PERFORMANCE
  • Performance Observation
  • Performance Measurement
  • Performance Recording
  • Performance Feedback And Coaching
  • The 360 Degree Feedback
APPRAISING PERFORMANCE (PERFORMANCE DEVELOPMENT MEETING)
  • Immediate Preparation For The Performance Development Meeting
  • The Performance Development Plan Format
  • The Performance Development Meeting
  • Continuous Performance Appraisal
REWARDING PERFORMANCE
  • Linking Actual Performance To Appropriate Rewards

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