Project Description

Performance Management is making sure the employee and the organisation are focused on the same priorities. It touches on the organisation itself by improving production and reducing waste. It helps the employee or individual set and meet their goals and improves the employee manager relationship. This is key in keeping an organisation and employee aligned, which improves performance and productivity, is Performance Management.

When changes occur Performance Management helps the transition to be smoother and less hectic. It helps the organisation and employee have a stream-lined relationship which improves communication and interactions between the two groups. It will help close any gaps that exist in an employee”s skill-set and make them a more valuable employee through feedback and coaching.

COURSE OBJECTIVES

Research has consistently demonstrated that when clear goals are associated with learning that the learning occurs more easily and rapidly. With that in mind, let’s review our goals for the course. By the end of this course, you will be able to:

    • Define performance management.
    • Understand how performance management works and the tools to make it work.
    • Learn the three phases of project management and how to assess it.
    • Discuss effective goal-setting.
    • Learn how to give feedback on performance management.
    • Identify Kolb’s Learning Cycle.
    • Recognise the importance of motivation.
    • Develop a performance journal and performance plan
Module One: Getting Started

  • Icebreaker
  • Housekeeping Items
  • The Parking Lot
  • Workshop Objectives

Module Two: The Basics (I)

  • What is Performance Management?
  • How Does Performance Management Work?
  • Tools
  • Case Study
  • Review Questions

Module Three: The Basics (II)

  • Three Phase Process
  • Assessments
  • Performance Reviews
  • Case Study
  • Review Questions

Module Four: Goal Setting

  • SMART Goal Setting
  • Specific Goals
  • Measurable Goals
  • Attainable Goals
  • Realistic Goals
  • Timely Goals
  • Monitoring Results
  • Case Study
  • Review Questions

Module Five: Establishing Performance Goals

  • Strategic Planning
  • Job Analysis
  • Setting Goals
  • Motivation
  • Case Study
  • Review Questions

Module Six: 360 Degree Feedback

  • What is 360 degree Feedback?
  • Versus Traditional Performance Review
  • The Components
  • Case Study
  • Review Questions
Module Seven: Competency Assessments

  • Competency Assessment Defined
  • Implementation
  • Final Destination
  • Case Study
  • Review Questions

Module Eight: Kolb”s Learning Cycle

  • Experience
  • Observation
  • Conceptualization
  • Experimentation
  • Case Study
  • Review Questions

Module Nine: Motivation

  • Key Factors
  • The Motivated Organization
  • Identifying Personal Motivators
  • Evaluating and Adapting
  • Case Study
  • Review Questions

Module Ten: The Performance Journal

  • Record Goals and Accomplishments
  • Linking with Your Employees or Managers
  • Implementing a Performance Coach
  • Keeping Track
  • Case Study
  • Review Questions

Module Eleven: Creating a Performance Plan

  • Goals
  • Desired Results
  • Prioritization
  • Measure
  • Evaluation
  • Case Study
  • Review Questions

Module Twelve: Wrapping Up

  • Words from the Wise
  • Review of Parking Lot
  • Lessons Learned
  • Completion of Action Plans and Evaluations

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