________________________________________________________________________________________________

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 organisational 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.

The Delegates

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

Contents

• 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 .
• 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 .
• 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 .
• 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 .
• Advanced Performance Management :
• 360 degree feedback .
• Emotional Intelligence .
• Integrated strategic performance management .
• Internal and external reporting frameworks.
• Balanced scorecard techniques.
• Links into strategic advantage.
• Personal Development Planning.

Course summary .

The Discount

10% in case of Three P. (or more)