INTRODUCTION FOR PERFORMANCE MANAGEMENT SKILLS

In any organization, employees should be rewarded for results and performance, not activities. An effective performance management process, therefore, sets the foundation for rewarding excellence at the workplace. Managing performance at work is the most important skill for a manager. By focusing on setting clear performance expectations (results, actions and behaviors) that link to the organization’s mission, strategies and goals, you as a superior help your employees know what needs to be done to be successful on the job. Managing performance is not an “annual event” but rather an “on-going” process where through regular reviews that include status updates, coaching and feedback, it allows you and your employees to identify problems early and change the course of a project or work assignment for success. Managing performance skills, done correctly, can be a very effective motivator; since it can help you and the employee achieve the best possible performance.

This two-days training program is designed to equip you with this crucial skill that helps you to describe the benefits of performance management process, prepare for and conduct effective performance reviews in ways that link your employee’s performance to your organization’s mission, strategies & goals.

COURSE OBJECTIVES

At the end of the course, participants will..

• Understand the purpose, benefits and importance of an effective performance management process at the
• Learn and practice the performance management cycle (Planning, Review, and Assessment).
• Learn the roles of manager and employees in the performance development process
• Identify and set M.A.R.T goals that relates to organizational goals and clearly communicate it to the employees what you expect from them.
• Be able to plan, facilitate, assess and improve individual performance through proper coaching, listening and giving constructive feedback
• Prepare a mock performance review and practice giving and receiving objective and constructive performance feedback with
• Identify best practices for handling challenging situations in performance management

METHODOLOGY

For maximum learning impact and retention, learning process includes:

• Case studies & group discussion
• Questionnaires
• Mock performance review and role-plays
• Developing action plans
• Evaluating performance games

INTENDED AUDIENCES

Managers, Department Heads and Project Leaders who have people reporting to them officially or unofficially.

COURSE CONTENT

Part I – Introduction to Performance Management System (PMS)

• What is Performance Management System (PMS)?
• Strategic Management & PMS
• Performance Reviews (PR) & Performance Appraisal (PA)
• Objectives and importance of PMS

Part 2 – Managing Own Performance

• Skill1: Setting effective (S.M.A.R.T) goals
• Deliverables, Milestones & Tasks
• Your role as a Manager
• Meeting people where they

Part 3 – Phase I : Performance Planning

• The PMS Cycle: Planning, Review, Appraisal (or Assessment)
• Five Principles of good performance management
• Performance Expectations = [Results + Actions & Behaviors]/Expectation
• Set mutual agreement for performance review and timeline

Part 4 – Phase II: Performance Review (PR)

• Why do Performance Reviews (PR)?
• Goals of PR & what makes a good PR?
• Performance Review Skills:
  • Skill 2: Focus on Behavior, Not Personality
  • Skill 3: Communication: “Thought Transmission”
  • Skill 4: Coaching Analysis
  • Skill 5: Coaching Skills

Part 5 – Phase III : Performance Appraisal (PA) & Documentation

• What is Performance Appraisal?
• Importance of PR before
• Documentation:
  • Performance Improvement Plans (PIP)
  • Corrective Action Plan (CAP)
  • Verbal/ Written Warning (WW)