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