training@ipdc.co.id
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Designing and Implementing a Performance Management System Course

No Date Location Register
1 02 - 04 Oct 2019 Bandung Register
2 11 - 13 Dec 2019 Jakarta Register

OVERVIEW

An increasing number of organizations are jumping on the bandwagon and rolling out new or modified performance management systems. Moreover, a poorly implemented or managed performance management system can result in ineffective or even detrimental outcomes.  But, in a well-planned performance management process, where managers and employees recognize the value of the process to themselves and the organization, these challenges can be overcome. This course offers participants in depth explanation of a number of systems, their components and building blocks. The course also tackles an important consideration, namely the proper launch, follow up and training of managers and employees responsible for successfully implementing such systems.

OBJECTIVES

By the end of this training course, participants will be able to:

  • List the phases of a performance management cycle and describe the role of HR in each phase
  • Distinguish between the different types and components of performance management systems
  • Design and develop a comprehensive performance management system
  • Organize and plan a successful implementation of a performance management system
  • Identify business requirements for performance management operating systems
  • Develop coaching and training sessions for managers and employees

TARGET PARTICIPANTS

  • Human resources officers,
  • Specialists
  • Team leaders
  • HR managers
  • Business partners and line managers who are responsible for the design and implementation of performance management systems.

COURSE CONTENTS

Why Performance Management?

  • The scope, purpose, and application of a performance management system
  • Define key system components
  • Variables affecting system design and administration

 Key Roles and Responsibilities

  • Human resources
  • Executive team
  • Departmental managers
  • Front-line supervisors
  • Legal advisors
  • Employees

Goal Setting

  • Relationship between strategic, business, unit, and individual goals
  • Elements of individual performance goals
  • Measurement

No Surprises

  • Ongoing communication
  • One-on-one meetings
  • Trust and vulnerability
  • First discussions
  • Documentation

Reinforcement and Re-Direction

  • Adapting to change
  • Extenuating circumstances
  • Performance improvement plans
  • Corrective action

The Performance Review

  • Building a factual foundation for evaluation
  • Defining measurement criteria
  • Establishing behavioral measurements
  • Elements of an effective performance review tool
  • Rating scales
  • The performance review meeting

 Training

  • Outline for employee training
  • Outline for manager training
  • Management reinforcement

Measuring Performance Management

  • Efficiency
  • Effectiveness
  • Risk management