Course details

Overview ?

Introduction

A properly designed and effective performance management process will require a range of techniques including agreeing objectives, reviewing and monitoring performance, giving feedback, coaching, training and development and reward and of course, appraisal itself. The course will demonstrate how these techniques link to the role of HR and the role of the line-manager.

This course is focused on both the theoretical and the practical. There will be a practical skills workshop conducted each day where what has been learned will be put into practice.

How to design and introduce an effective performance management scheme
The skills that managers, supervisors and team leaders need to be effective in performance management
Making performance appraisal work in a multi-cultural environment
Managing and improving poor performance
Maintaining good performance – the psychology of positive reinforcement
Advanced performance management

Objectives

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

Understand performance management in a multi-cultural environment
Describe the purposes of performance management, from an organizational point of view
Describe the purposes of performance management from an individual's point of view
Demonstrate the skills involved in each of the four steps of performance management
Describe best practice in assisting with employee work-performance problems
Make the links between performance management and corporate strategy

Training Methodology

The training methodology used is designed to encourage maximum participation by all delegates. The presenter will suggest ideas and theories to the delegates and then encourage them to test out the ideas by the use of discussion, small group work, exercises and feedback. Each day of the seminar will end by delegates completing their own record of what has been learned on the day and considering how the ideas might be transferred back to the workplace.

Organizational Impact

Managerial performance will be improved
Add value to the department and the organization as a whole.
The engagement of employees with the organization will improved
Staff committed to building a high performance organization
Behavior will be aligned with an organization's cultural values
Participants are encouraged to take new ideas and strategies back to their workplace for discussion with their managers.

Personal Impact

Will enable participants to implement effective performance management
Improved confidence and self assurance in dealing with performance issues
A greater understanding of how to make a performance appraisal a positive and motivating influence
Will enable participants to apply best practice in discipline and performance improvement planning
A greater awareness of own beliefs and limitations related to employee performance
Will enable participants to positively influence high performance

SEMINAR OUTLINE

DAY 1 : Introduction to Performance Management

Introduction – the context for performance management
The case for performance Management
The principles of effective performance management
What makes people try hard?
The role of HR within performance management
The role of Managers, Supervisors and Team Leaders within performance management
The use of competencies in Performance Management
Addressing the performance gap

DAY 2: Starting Well: Objectives and Feedback

Introducing the principles to your team
The importance of agreeing objectives
Quantitative and Qualitative objectives
SMARTMaC Objectives
Providing feedback
Positive reinforcement
Developmental feedback
Distinctions Feedback and Criticism

DAY 3 : Relationships and Coaching

The Ask/Tell Matrix
Empowerment in practice
The eight steps of an effective coaching session
Case studies
Handling disciplinary issues
Dealing with complaints
Handling absenteeism and sickness problems
The key ways of improving attendance

DAY 4 : Finishing Well: Making Appraisal a Motivating Experience

The purpose of Performance Appraisal
Monthly/Quarterly/Annual Reviews
The practical issues
Agreeing the evaluation
Forced Ranking and Expected Distribution
The links to reward
Merit pay
Personal Development

DAY 5 : Advanced Performance Management

360 degree feedback
Emotional Intelligence
Integrated strategic performance management
Internal and external reporting frameworks,
Balanced scorecard techniques,
Links into strategic advantage
Course summary
Personal Development Planning

Day 1

Day 2

Day 3

Day 4

Day 5

Training Methodology

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