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
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 managers
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