Performance Management: Setting Objectives and Conducting Appraisals
Training & Human Resources
Introduction
Since
there is a positive correlation between the performance of individual employees
and the overall performance of the organization, it is an organizational
imperative for supervisors and managers to improve employee performance.
The
role of front-line managers is key to any performance management system which
includes, but is not limited to, properly setting objectives and
conducting appraisals. This course takes an in-depth view at setting the right
measures to manage employees. These measures are primarily objective
in nature. This course also describes how to conduct effective performance
appraisal meetings and emphasizes the importance of coaching as a
means for improving performance.
By the end of the course, participants will be
able to:
- Define performance
management, its objectives and various responsibilities
- List the main phases in a
performance management cycle and how to manage each for optimum results
- Develop tangible and
intangible measures of performance
- Create business-based
objectives, including SMART targets, measures and Key Performance
Indicators (KPIs)
- Define coaching and list the
5 steps for conducting optimal coaching sessions
- Conduct effective
performance appraisal meetings.
- Identify ways of rewarding and recognizing employees.
Training Methodology
A highly interactive combination of lecture and discussion sessions will be managed to maximize the amount and quality of information, knowledge and experience transfer. The sessions will start by raising the most relevant questions, and motivate everybody finding the right answers. The attendants will also be encouraged to raise more of their own questions and to share developing the right answers using their own analysis and experience.
Course Outline
Day 1:
Performance management – introduction and definitions
- Definition of performance management.
- Objectives of performance management.
- Impact of poor performance on an organization.
- Key terms and uses.
- The annual performance cycle: an overview.
- Responsibilities in performance management.
- Shared management model.
- Mistakes in performance management.
Day 2:
Establishing effective objectives
- Cascading the vision, mission and strategies.
- The impact of critical success factors on
performance.
- The 3 types of performance criteria.
- Key result areas - definition and examples.
- Key performance indicators.
- Definition and characteristics.
- Units of measure.
- Difference between goals and objectives.
- Turning goals into objectives the SMART way.
- Measuring the semi tangible factors and
competencies.
- Behavioral indicators.
- Proficiency level.
- Corporate values - their importance.
Day 3:
The importance of coaching
- Defining coaching.
- Coaching responsibilities.
- Benefits of good coaching.
- The focus and purpose of coaching.
- Important coaching skills.
- Five steps of coaching for optimal performance.
- Role play: facilitating a coaching session.
Day 4:
Conducting effective performance appraisals
- Planning
performance appraisals.
- Conducting
effective appraisal meetings.
- Beginning
the meeting.
- Discussing
the evaluation: an in-depth view.
- Closing
the meeting.
- Roles
of managers and employees.
- Common
appraisal errors.
Day 5:
Following up after the performance appraisal meeting
- Percentage
of time spent on performance management
- Acknowledging
good performance
- Ways of
recognizing employees
- Techniques
for performance diagnosis
- Categories
of performance problems and possible causes
- System
factors versus individual factors
- Performance improvement planning
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