PERFORMANCE MANAGEMENT

Setting Objectives and Conducting Appraisals

Since there is a positive correlation between the performance of individual employees and the overall performance of the organization, it becomes imperative for supervisors and managers to properly set objectives and conduct appraisals. The role of front line managers is key to any performance management system. This course takes an in-depth view at setting the right measures to manage employees, measures that are primarily objective in nature. The course also course highlights how to conduct effective performance appraisal meetings in addition to the importance of coaching as a means of improving performance.

  • Performance management – introduction and definitions
    • Definition of performance management
    • Impact of poor performance on an organization
    • Objectives of performance management
    • Key terms and uses
    • Overview of the annual performance cycle
    • Shared management model
    • Mistakes in performance management
  • Establishing Effective Objectives
    • Cascading the vision, mission and strategies
    • The 3 types of performance criteria
    • The impact of critical success factors on performance
    • Corporate values – their importance
    • Key result areas – definition and examples
    • Key Performance Indicators (KPIs)
    • Difference between goals and objectives
    • Turning goals into objectives the ‘SMART’ way
    • Measuring the semi tangible factors and competencies
  • The Importance of Coaching
    • The focus and purpose of coaching
    • Coaching responsibilities
    • Important coaching skills
    • Elements of a good coaching session
    • Five steps of coaching for optimal performance
    • Role play: facilitating a coaching session
  • Conducting Effective Performance Appraisals
    • Planning and preparing for appraisals
    • Logistical arrangements
    • Beginning the meeting
    • Discussing the evaluation: an in-depth view
    • Closing the meeting
    • Roles of managers and employees
    • Common appraisal errors
  • Following Up After the Performance Appraisal Meeting
    • Percentage of time spent on performance management
    • Acknowledging good performance
    • Techniques for performance diagnosis
    • Categories of performance problems and possible causes
    • System factors versus individual factors
    • Performance improvement planning

By the end of the course, participants will be able to:

  • Understand performance management, including, aims and developments
  • 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)
  • Understand and conduct optimal coaching sessions
  • Conduct effective performance appraisal meetings

 

  • HR Managers
  • HR Business Partners
  • HR Officers