Strategic Performance Management And Appraisal

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Private Class from

4000/day

(3 Days)

BENEFITS

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

  • Explain the importance of managing and appraising workforce performance
  • Describe the FOUR (4) key performance perspectives as of the Balanced Scorecard
  • Translate workforce key performance areas into key performance indicators
  • Apply a systematically structured method to manage and assess workforce quantitative and qualitative performance measurement

INTRODUCTION

Developing the right performance measurements (both quantitatively and qualitatively) is the foundation towards organizational effectiveness, and yet, it is still a big challenge for most organizations. The right performance measurements setting ascertains the correct selection and deployment of performance indicators, which is essential to ensure that all resources and effort are focused on achieving business strategy. This workshop offers you the insightful approach and practical guide to make performance measurements setting a winning initiative.


AUDIENCE

This program suitable for Senior Executives, Managers and Senior Managers


METHODOLOGY

This program is essentially participative. There will be group interaction and lectures.

THE IMPORTANCE OF MANAGING AND APPRAISING WORKFORCE PERFORMANCE
  • The Definition Of Performance Management And Appraisal
  • The Benefits Of Performance Management And Appraisal In The Context Of
    • Strategic Application Of ‘Plan –Organize –Lead – Control’ Cycle Towards Competitive Business Management
    • Tactical Application Of ‘Plan – Do – Check –Act’ Cycle Towards Organizational Effectiveness And Efficiency
    • Effective Implementation Of Continuous Improvement Towards Operational Efficiency
    • Fostering A Highly Motivated Workforce Through Performance-Based Reward And Recognition
APPLICATION OF BALANCED SCORECARD IN MANAGING AND APPRAISING WORKFORCE PERFORMANCE
  • Introduction To The Framework Of Balanced Scorecard And Its Importance
  • Apply A Management Model (5S-1M Management Model) That Has A Profound Impact On The FOUR (4) Performance Perspectives Of The Balanced Scorecard
    • Perspective 1 (Financial): Establish SMART* Financial Mission
    • Perspective 2 (Customer): Establish SMART* Strategy To Enhance Internal And/ Or External Customer Satisfaction,
    • Perspective 3 (Internal Process): Determine SMART* Internal Process Improvement Initiatives To Enhance Operating System And Structure Effectiveness And Efficiency
    • Perspective 4 (Learning & Development): Identify Essential Learning & Development To Build The Essential Workforce Skills-Set And Operating Styles
TRANSLATE WORKFORCE KEY PERFORMANCE AREAS INTO KEY PERFORMANCE INDICATORS
  • Establish Key Performance Areas (KPA) In The Context Of
    • Financial Target Achievement
    • Customer’s Requirements/ Satisfaction Assurance
    • Internal Process Improvement Initiatives
    • Human Capital Or Talent Development
  • Set Key Performance Indicators (KPI) For The Above FOUR (4) Key Performance Areas
    • The Financial Scorecard
    • The Customer Scorecard
    • The Internal Process Scorecard
    • The Learning & Development Scorecard
    • Translate KPI Into Quantitative Performance Measures/ Targets
    • Measure Workforce Performance (Quantitative Perspective)
      • How To Initiate?
      • How To Execute?
      • How To Record?
DETERMINE SETS OF COMPETENCY REQUIRED FOR THE WORKFORCE TO STRIVE TOWARDS ESTABLISHED KEY PERFORMANCE INDICATORS (KPI)
  • The FOUR (4) Sets Of Essential Workforce Competency
    • Competency 1: Strategic Thinking Capabilities
    • Competency 2: Communication Skills
    • Competency 3: Execution Effectiveness
    • Competency 4: People Skills
  • Translate Workforce Competency Into Qualitative Performance Measures
  • Measure Workforce Performance (Qualitative Perspective)
    • How To Initiate?
    • How To Execute?
    • How To Record?
INCORPORATE WORKFORCE QUANTITATIVE AND QUALITATIVE PERFORMANCE MEASUREMENTS INTO WORKFORCE POTENTIAL ASSESSMENT AND TALENT MANAGEMENT

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