Effective Performance Management

Effective Performance Management

OBJECTIVES

• The purposes of performance management, from an organizational point of view
• The purposes of performance management from an individual’s point of view
• How to make guided (or forced) distribution fair and effective
• The four steps of performance management
• The skills involved in each of the four steps
• The links to competencies, personal development and 360 degree feedback
• The links to performance related pay
• The effective use of disciplinary procedure for addressing performance problems

WHO SHOULD ATTEND?

The seminar will be of value to line managers; team leaders and supervisors who are or will be responsible for the use and application of performance management and appraisal techniques.

It will also be of value to HR professionals, training officers, personnel staff and others who carry the responsibility for the design and implementation of such arrangements.

COURSE OUTLINE

Day 1: Creating a high performance culture

• The context for performance management in the Middle East
• Nationalization
• Privatization
• The case for performance management
• The principles on which effective performance management is built
• Links into disciplinary procedure
• The role of HR within performance management
• The role of the front line manager

Day 2: Objectives and Feedback

• The use of competencies
• Addressing the performance gap
• Quantitative v Qualitative Objectives
• SMMART Objectives
• Continuous Improvement
• Motivational feedback
• Developmental feedback

Day 3: Coaching

• The Ask/Tell Matrix
• Coaching
• The characteristics of a coaching session
• Handling problems
• Links into poor performance procedure

Day 4: The Performance Appraisal Meeting

• The purpose and use of PA Meetings
• A forum for managers and employees
• Characteristics of an effective PA meeting
• Learning strategies
• Agenda for the PA Meeting
• Practical guidance for front line manager

Day 5: Links into development and merit pay

• Performance appraisal from the employee’s point of view
• Personal development
• How appraisal and pay should be linked
• 360 degree feedback
• Personal action planning