Performance Management & Appraisals Skills: Setting Objectives and Conducting Appraisals

Course Methodology
The course combines theoretical and practical methods for delivering content. Participants are expected to role play performance appraisal meetings and coaching sessions.

Course Objectives
By the end of the course, participants will be able to:

• · Define performance management, its objectives and various responsibilities
• · List the main phases in a performance management cycle and how to manage each for optimum results
• · Develop tangible and intangible measures of performance
• · Create business based objectives, including ‘SMART’ targets, measures and key performance indicators (KPIs)
• · Define coaching and list the 5 steps for conducting optimal coaching sessions
• · Conduct effective performance appraisal meetings
• · Identify ways of rewarding and recognizing employees

Target Audience
Team leaders, managers, business partners and line mangers who are held accountable for the performance of the organization and its employees.

Target Competencies

• Setting Performance objectives
• · Deciding and initiating action
• · Presenting and communicating
• · Analytical thinking
• · Employee coaching
• · Following instructions and procedures
• · Planning and organizing
• · Achieving goals and objectives

• Performance management – introduction and definitions
  • Definition of performance management
  • Objectives of performance management
  • Impact of poor performance on an organization
  • Key terms and uses
  • The annual performance cycle – overview
  • Responsibilities in performance management
  • Shared management model
  • Mistakes in performance management
• Establishing effective objectives
  • Cascading the vision, mission and strategies
  • The impact of critical success factors on performance
  • The 3 types of performance criteria
  • Key result areas – definition and examples
  • Key Performance Indicators (KPIs)
    • Definition and characteristics
    • Units of measure
  • Difference between goals and objectives
  • Turning goals into objectives the ‘SMART’ way
  • Measuring the semi tangible factors and competencies
    • Behavioral indicators
    • Proficiency level
  • Corporate values – their importance
• The importance of coaching
  • What is coaching?
  • Coaching responsibilities
  • Benefits of good coaching
  • The focus and purpose of coaching
  • Important coaching skills
  • Five steps of coaching for optimal performance
  • Role play: facilitating a coaching session
• Conducting effective performance appraisals
  • Planning performance appraisals
  • Conducting effective appraisal meetings
    • Beginning the meeting
    • Discussing the evaluation: an in-depth view
    • Closing the meeting
  • Roles of managers and employees
  • Common appraisal errors
• Following up after the performance appraisal meeting
  • Percentage of time spent on performance management
  • Acknowledging good performance
  • Ways of recognizing employees
  • Techniques for performance diagnosis
  • Categories of performance problems and possible causes
  • System factors versus individual factors
  • Performance improvement planning

Other Dates

14Jul

26Apr

06Jun

08Feb

20Jul

13Nov