Performance Management

Setting Objectives and KPIs

Introduction

Many Organizations 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 Organizations, 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 LAKESHORE ISL Performance Management training course 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 is not just a question of what is achieved but also how it is achieved.

This LAKESHORE ISL Human Resource Management training 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 LAKESHORE ISL training 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 organizational 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 this LAKESHORE ISL Performance Management training course 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.

Organizational 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 Organizations?
• The Objective and the KPI – What is 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 Management: 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