Integrated performance management and promotion of a culture of excellence and creativityHuman Resources

In any city around the world 00447455203759 Course Code: AC/2021/076

Course Description

Course Duration: Ten training days

Course Language : Arabic or English

Include:

Scientific materials with TAB

Workshops

Reception and farewell at the airport

Daily lunch

Coffee Break

Program Objectives:

• Understand the "big picture" of effective performance management and its impact on business outcomes.

• Become proficient in the steps of the performance management process and implement it easily.

• Design a performance management system with clear definitions of roles, accountability, and expected performance criteria.

• Strategically align individual goals and your department's business plan with the company's overall objectives.

• Identify the main success factors/key result areas in the organization, then select performance metrics.

• Explore ways to manage performance with integrity and accuracy while maintaining consistency between all elements of the performance management process.

• Understand and diagnose any potential classification errors and build an action plan to correct them.

• Performance evaluation and setting parameters to determine the best path to deal with underperformance

• Discover ways to reduce poor performance and diagnose the reason behind it.

• Provide feedback on performance for employees, as well as on-the-job training to improve performance and emphasize performance excellence.

• Develop a development plan for the employee's personal success in relation to the achievements of the department.

• Ensure that the performance system is fair and unbiased and ensures employee satisfaction and motivation to achieve goals.

Program Methodology:

This course uses a combination of theory and practical application to present content, and participants are expected to perform role-playing exercises, including performance appraisal meetings and mentoring sessions.

Target Groups:

• Employees, supervisors, and managers of human resources departments and departments

• Employees, supervisors, and managers of administrative development departments and departments

• Employees, supervisors, and managers of administrative departments and departments

• Employees, supervisors, and managers of personnel departments and departments

• Employees, supervisors, and managers of manpower planning departments and departments

• Employees, supervisors, and managers of training departments and departments, training centers, and units

• Training, Human Resources, and Institutional Development Consultants

Program Content:

framework for performance management :

• Definition of performance management

• the consequences of poor performance on the organization

• What are the characteristics of the performance management system?

• Performance Management Objectives

• Key terms and their uses

• Overview of the annual performance cycle

• Responsibilities in performance management

• Joint Management Model

• Errors in performance management

Performance Management Process :

Design During the design phase of the performance management process, the following important questions are answered:

• Why do we have a performance management process?

• What do we expect from him?

• What criteria will we use to evaluate an employee?

• How will the evaluation take place?

• What tools will be used?

• Who will complete the assessment?

• Who will do the assessment?

Definition of functional responsibilities in implementation :

• Accountability = specific work tasks + performance criteria.

• Functional profiling

• Set performance expectations.

• An example of accountability in the performance management planning model

Setting performance metrics :

• Critical success factors in implementation:

• Finding critical success factors for the organization

• Metrics for critical success factors

• Critical Success Factors Templates

• The 4 metrics of successful performance

• Performance scale is the cornerstone

• Partnership with employees

• transfer of power to the front line

• Measurement and reporting only what matters

• Linking performance metrics to corporate strategy

Conduct effective performance appraisals:

• Planning and preparation of performance evaluations

• Logistical preparations

• Start the meeting

• Evaluation Discussion: An In-depth Look

• Completion of the meeting

• Roles of managers and employees

• Common evaluation errors

Follow-up after the performance appraisal meeting:

• Percentage of time allocated to performance management

• Appreciation of good performance

• Methods used to estimate employees

• Techniques for assessing performance

• Categories of performance problems and possible causes

• System factors versus individual factors

• Planning for performance improvement

v Workshops