STRATEGIC PERFORMANCE MANAGEMENT & APPRAISAL WORKSHOP

Course Duration: 2 Days

Introduction

The first purpose of strategic performance management & appraisal systems is to help top management achieve strategic business objectives.

By linking the organization's goals with individual and team goals, the performance management system reinforces behaviors consitent with the attainment of organizational goals.

Moreover, even if, for some reason, individual goals are not achieved, linking individual and team goals with organizational goals serves as a way to communicate the most crucial business strategic initiatives.

A second strategic purpose of performance management systems is that they play an important role in the on-boarding process. On-boarding refers to the processes that lead new employees to transition from being organizational oursiders to organizational insiders. Performance management serves as a catalyst for on-boarding. It allows new employees to understand the types of behaviors and results that are valued and rewarded, which, in turn, lead to an understanding of the organization's culture and its value.

This workshop will highlight:
Learn about the truths and myths concerning the ''Death of Performance Appraisals'' and discover the new trend of monthly milestones rather than annual goals via KPIs.
Support business effectiveness by implementing a best practice performance management system and performance appraisal process, and use best-practice to conduct appraisals and understand the advantages and disadvantages of appraising both objectives and competencies.

Understand the critical components of an effective performance management system which include setting objectives, measuring competencies and planning development, and drive performance by developing SMART objectives as a part of performance management.

Learning Outcomes / Benefits

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

• How to get an individual performance management system working successfully?
• How to achieve and implement and a culture of performance management
• Increase the effectiveness of employee performance appraisals
• Critically analyse and develop your own performance management system
• Learn about different types of performance appraisal systems used globally
• Develop an appreciation of the commonly used best-practice appraoches and formats for employee performance appraisals and performance rating scales

Key Content

Day 1:
Module 1: What Is Performance Management?

• The purpose and importance of performance management
• The typical annual performance management cycle (both traditional and next-generation)
• Guiding principles for the performance management process

Module 2: Creating A Performance Culture

• Integrating performance management across the entire business
• Performance management as part of HR strategy and embedding a performance culture
• Setting standards and creating a feedback culture

Module 3: Performance Based on Objectives And Goals

• The differences between duties, responsibilities and accountabilities
• What are KRAs (Key Results Areas)?
• What are old-fashioned annual KPIs (Key Performance Indicators)?
• What are modern monthly milestones and MSCs (Must-Do, Should-Do, Could-Do)?
• Linking job descriptions to performance management and setting objectives
• Linking responsibilities and accountabilities to KRAs and KPIs or MSCs
• Setting SMART objectives for KPIs or MSCs
• Monitoring and measuring objectives and goals

Day 2:
Module 4: Performance Based on Competencies And Behaviors

• Understanding competence (and competences) and competency (and competencies)
• What is a competency and why use competencies in performance management
• Selecting competencies at the ''company'' and ''job'' level that support business goals
• How many competencies are relevant and how to select the key competencies
• The main stages in developing a ''company competencies framework''
• Monitoring and measuring competencies and behaviors

Module 5: Performance Improvement by Development Planning

• Using the performance management process to drive employee development
• Development options
• Typical formats for individual employee development plans
• Role of HR in supporting development planning
• Role of employee for individual responsibility and implementation