Basics of Performance and KPI Management

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.

Organisational 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

Who Should Attend

  • All Line Managers and Professionals
  • Team Leaders
  • Supervisors who are or will be responsible for the use and application of performance management and appraisal techniques
  • HR; ER or Personnel Staff
  • Training Officers

OFFER* for new candidates:

  • Enrol 15 days or before the commencement of course and get an Early bird discount of 10% on your training fee
  • Enrol in a group of 2 and get 15% discount on each enrolment
  • Enrol in a group of 3 or more and get 20% discount on each enrolment.
  • No two offers can be clubbed together

*The management reserves the right to make the final decision, in case of any conflicts.

*This offer is effective from 10 July 2017

Seminar Outline

  • Introduction – the context for performance management
  • The case for performance Management
  • Strategic and integrated performance management
  • The principles and building blocks of effective performance management: setting objectives, identifying the key performance indicators and managing employee performance
  • The role of HR, managers, supervisors and team leaders within performance management
  • Motivational theories and models and their role in performance management
  • The psychological contract an exercise

  • What are objectives?
  • Setting objectives
  • The importance of agreeing objectives
  • Quantitative and Qualitative objectives
  • SMART objectives
  • Setting objectives – exercise
  • Achieving vertical, functional and horizontal integration

  • What are KPIs – different things to different organizations?
  • The objective and the KPI – what’s the difference?
  • What are the KPIs for your organization
  • KPI exercise
  • The balanced scorecard (Kaplan and Norton)
  • The purpose of employee appraisal
  • Some practical problems with employee appraisal

  • Monitoring employee performance: monthly, quarterly and annual reviews
  • Addressing the performance gap: informal and formal approaches to addressing performance problems
  • Managing a performance problem – exercise
  • Improving attendance at work: resolving absence and sick absence problems
  • Agreeing the performance appraisal rating
  • Performance appraisal and the link to pay
  • Forced Ranking and the Expected Distribution

  • Feedback models and providing constructive and developmental feedback
  • Giving and receiving feedback exercise
  • Coaching: the ask/tell continuum and the 8 steps to effective coaching
  • Coaching case studies
  • Course: review and summary
  • Continuing Professional Development: personal development planning (PDP)
  • Close of program and final evaluation