Overview
Establishing and managing a performance management culture, determining Key Results Areas (KRAs), setting objectives and the traditional Key Performance Indicators (KPIs) or the traditional Objectives and Key Results (OKRs), adopting the new agile approach of setting monthly milestones and using agile Must-Do, Could-Do and Should-Do targets (MSCs), and establishing the right competencies and behaviours for all the roles in an organisation are some of the critical cornerstones of any HR department. It is crucial to design and define the right performance management system that supports your business objectives and encourages the development of each individual employee. HR professionals already know that individual performance management is an important tool for improving organisation performance. This course shows in a practical way how you can build and implement an agile individual performance management system working successfully and how to achieve and implement and a culture of performance management.
Moreover, this new-and-improved course will also share latest best-practice approaches for abandoning the annual end-of-year performance appraisal meeting and how you can abandon annual KPIs, by moving to monthly milestones and monthly “MSCs”, and monthly 2-minute feedback sessions.
Who should attend?
This course is designed for everyone who requires an appreciation or an in-depth knowledge of performance management (PM) underpinned by objectives and competencies as part of an overall performance management approach. This includes everyone who needs to understand the techniques of managing performance of employees, including all employees in all areas of Human Resources at all professional levels of VPs/Directors/Managers/Specialists/Analysts/Generalists, and this course is designed for the all of the following participants:
- All managers and professionals and specialist who work in any area of HR.
- All specialists in HR who work in Performance Management and Performance Appraisals.
- All specialists in HR who work in Compensation and Remuneration and Rewards.
- All specialists in HR who work in Organisation Design and Organisation Effectiveness.
- All managers from any functional area that need to know about performance management.
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Key Topics
Learning Outcomes
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FAQ
The client has the right to cancel his/her registration in the event.
There is a 50% liability on all conference registrations once made, whether the booking was made through our website or via e–mail/ telephone/ fax.
If the client cancels with more than 8 weeks’s advance notice, GLC shall be entitled to an amount equivalent to 50% of the conference fee and 16 EUR administration charge. In case the client has already made his/her payment, this will be deducted from the conference fee GLC has already received and the remainder will be refunded. If no conference fee has been received prior to the cancellation request, GLC will issue an invoice for the cancellation fee (the amount equivalent to 50% of the conference fee and 16 EUR administration charge), which the client must pay immediately upon receipt. No refunds are available for cancellations received with 8 week’s (or less) advance notice or in case the client fails to attend the conference. In these cases, the full amount of the conference fee must be paid.
- Get the timing right.
Many people are afraid to request for training budget, because they can’t seem to find the “perfect time” to do it. Well, there’s no perfect time to ask for it, but there are definitely some moments that are better than others. For instance, if your boss is about to take a two week vacation, he/she might be in a good mood. If he/she just lost a major account, may not be wise at that juncture. - Make a case for yourself
When you ask for budget, you should be prepared with specific details and explanations about what is in it for the company and you’re superior. If you go into a meeting and just say, “I want to get budget for a conference,” it’s likely that your request won’t be taken seriously. If you want to plan ahead, then you should be prepared to explain the following points:
1. Start by stating your accomplishments
2. Show that you’re ready for more responsibility and eager to learn
3. Describe:
a) How this event will increase your productivity?
b) How you will need less supervision
c) How you can bring back the knowledge to the company
4. Follow up