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Home » Seminars » Human Resource Management » Performance Management, Setting Objectives, and KPIs

Performance Management,
Setting Objectives, and KPIs

Performance Management, Setting Objectives, and KPIs

Code Date Venue Fees
HR004 26 - 30 Nov 2017 Dubai - UAE $4,500 Register

This seminar is pre-approved by HRCI (Human Resource Certification Institute) which qualify for general re-certification credit hours of HR Professionals. The use of this seal is not an endorsement by HR Certification Institute of the quality of the seminar. It means that this seminar has met HR Certification Institute’s criteria to be pre-approved for recertification credit.

 

Introduction

Many organisations put serious effort into deciding on the type of organisation they would like to be. This is then written down in various forms such as Mission, Vision, Values or Core Competencies.

In some organisations, employees adopt the good intentions expressed in such documents and the organisation prospers as a result. In others, there is a disconnect between what the senior team want and what is delivered by the management and supervisory team. The consequence is that the organisation says one thing and does another; which is a recipe for disillusion and failure.

An integrated and motivating process is needed so that the managerial and supervisory teams become committed to the targets in the business plan and the desired behaviour as expressed in Culture or Values. Everyone needs to know what is expected of them both in terms of results and behaviour.

This seminar will show you how to integrate Key Success Factors and Key Performance Indicators into a performance management system applied by a highly skilled managerial and supervisory team.  In this way, they provide the right example. It’s not just a question of what is achieved but also how it is achieved.

This seminar 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
  • Finding the delicate balance between accountability and empowerment

Objectives

By the end of this seminar participants will be able to:

  • Make the links between performance management and corporate strategy
  • Make the links between Values and behaviour “on the ground”
  • 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

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 organisation as a whole
  • The engagement of employees with the organisation will improved
  • Staff committed to building a high performance organisation
  • Behaviour will be aligned with an organisation'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

SEMINAR OUTLINE

DAY 1

Introduction to Performance Management

  • 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

DAY 2

Performance Management: Setting Objectives

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

DAY 3

Performance Management: Key Performance Indicators (KPIs)

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

DAY 4

Performance mManagement – Managing Performance

  • 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

DAY 5

Giving and Receiving Feedback and Coaching

  • 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
  • Seminar: review and summary
  • Continuing Professional Development: personal development planning (PDP)
  • Close of programme and final evaluation

Accreditation

  • Quality Logo
  • Quality Logo



Performance Management,
Setting Objectives, and KPIs


Upcoming Dates

Code Date Venue Fees
HR004 26 - 30 Nov 2017 Dubai - UAE $4,500

This seminar is pre-approved by HRCI (Human Resource Certification Institute) which qualify for general re-certification credit hours of HR Professionals. The use of this seal is not an endorsement by HR Certification Institute of the quality of the seminar. It means that this seminar has met HR Certification Institute’s criteria to be pre-approved for recertification credit.

 

Introduction

Many organisations put serious effort into deciding on the type of organisation they would like to be. This is then written down in various forms such as Mission, Vision, Values or Core Competencies.

In some organisations, employees adopt the good intentions expressed in such documents and the organisation prospers as a result. In others, there is a disconnect between what the senior team want and what is delivered by the management and supervisory team. The consequence is that the organisation says one thing and does another; which is a recipe for disillusion and failure.

An integrated and motivating process is needed so that the managerial and supervisory teams become committed to the targets in the business plan and the desired behaviour as expressed in Culture or Values. Everyone needs to know what is expected of them both in terms of results and behaviour.

This seminar will show you how to integrate Key Success Factors and Key Performance Indicators into a performance management system applied by a highly skilled managerial and supervisory team.  In this way, they provide the right example. It’s not just a question of what is achieved but also how it is achieved.

This seminar 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
  • Finding the delicate balance between accountability and empowerment

Objectives

By the end of this seminar participants will be able to:

  • Make the links between performance management and corporate strategy
  • Make the links between Values and behaviour “on the ground”
  • 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

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 organisation as a whole
  • The engagement of employees with the organisation will improved
  • Staff committed to building a high performance organisation
  • Behaviour will be aligned with an organisation'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

SEMINAR OUTLINE

DAY 1

Introduction to Performance Management

  • 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

DAY 2

Performance Management: Setting Objectives

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

DAY 3

Performance Management: Key Performance Indicators (KPIs)

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

DAY 4

Performance mManagement – Managing Performance

  • 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

DAY 5

Giving and Receiving Feedback and Coaching

  • 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
  • Seminar: review and summary
  • Continuing Professional Development: personal development planning (PDP)
  • Close of programme and final evaluation

Quality Logo

GLOMACS is registered with NASBA as a sponsor of Continuing Professional Education (CPE) on the National Registry of CPE Sponsors. NASBA have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its website: www.learningmarket.org.

 

All Training Seminars delivered by GLOMACS by default are eligible for CPE Credit.

Quality Logo

GLOMACS is proud to hold the Approved Provider status with HR Certification Institute (HRCI), an internationally recognized certifying organization for the human resource profession. This partnership grants us the ability to provide pre-approved HR Seminars which qualify for re-certification credit of HR Professionals as signified by the Approved Provider seal in the seminar outline.

The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.



© 2017. Material published by GLOMACS shown here is copyrighted.
All rights reserved. Any unauthorized copying, distribution, use, dissemination, downloading, storing (in any medium), transmission, reproduction or reliance in whole or any part of this course outline is prohibited and will constitute an infringement of copyright.

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