Learning outcomes
Course Objectives For “Performance Management”
Establishing and managing a performance management culture, determining Key Results Areas (KRAs), setting objectives and the traditional Key Performance Indicators (KPIs), adopting the new approach of setting monthly milestones and using 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 organisation’s goals and 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 to get an individual performance management system working successfully
- How to achieve and implement and a culture of performance management
Course Objectives For “Performance Appraisal”
Individual performance appraisals are tools that help you to manage the performance of each employee in your organisation. However, unless you clearly link it to corporate goals and see it as part of the responsibilities of an effective manager, performance appraisals can be nothing more than tick-box paper exercises. Traditional appraisals have sometimes had no links to corporate performance or individual employee results. This topic aims to provide a solid foundation on how appraisals lead to performance ratings which can be used in the specific context of pay-for-performance and the general context of HRM and Talent Management. You will learn how to:
- Increase the effectiveness of employee performance appraisals
- Critically analyse and develop your own performance management system
- Learn about different types of performance appraisal systems used globally
- Develop an appreciation of the commonly used best-practice approaches and formats for employee performance appraisals and performance rating scales
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 10-minute feedback sessions.
Training Schedule
Day one
08:30 Registration
09:00 What Is Performance Management?
The Three Critical Pillars of “Performance Management” (OCD)
Creating A Performance Culture
11:00 Tea, Coffee, Networking
11:15 Performance Based on Objectives And Goals
13:00 Luncheon
14:00 Performance Based on Competencies And Behaviours
15:30 Tea, Coffee, Networking
15:45 Performance Improvement by Development Planning
17:00 End of Day 1
Day two
9:00 The Critical Design Choices for “Performance Appraisals”
Managing the Distribution Curve of Appraisal Ratings
11:00 Tea, Coffee, Networking
11:15 Appraisal Forms
13:00 Luncheon
14:00 Performance Appraisal Cycle and Planning
Preparing For An Appraisal Discussion
15:30 Tea, Coffee, Networking
15:45 Key Skills In Performance Appraisal
17:00 End of Day 2
Training Program
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Get to know the Expert Trainer
Robert Mosley is widely recognised in many industries and many countries as one of the leading global experts on compensation and benefits, and is also a leading expert in the more general field of human resources and performance management. His main areas of expertise and specialism are in the fields of job analysis, job descriptions, job evaluation, grading schemes, pay structures, allowances, bonuses and incentives, industrial relations and collective agreements, e-HR systems, performance management, performance appraisals, and all issues on compensation and benefits globally, especially in Europe and the GCC and Asia having worked in these regions for over 30 years.
Robert was born and educated in London, the UK, and he graduated with a MA masters degree in Mathematics from Oxford University (in UK) in 1983, and then obtained his MBA masters degree in business studies from London Business School (in the UK) and Chicago Business School (in the USA) in 1985. He then became a member of the Chartered Institute of Personnel and Development (in UK) with an FCIPD qualification, after deciding to focus on HR.
Robert has over 30 years of experience in HR and C&B, and he developed a detailed interest in compensation and benefits when he was employed by Hay Group (Hay Management Consultants) in the UK and UAE from 1985-1990, during which time he became a recognised expert on HR issues in several industries, and did HR consulting work in over 20 countries in Europe and Asia, mainly in the areas of compensation and total rewards. On leaving Hay Group, he joined Emirates Group and Emirates Airline based in Dubai where he worked for 13 years from 1990-2003 and he was promoted to SVP Human Resources with over 22,000 employees in 60 countries. At all times, Robert kept a detailed hands-on role on all remuneration policies globally, and on all general HR policies and procedures. In 2003, Robert left Emirates Group to establish his own consulting business focusing on HR and C&B called Lemon Pip Consulting Limited, and over the past six years he has developed a very successful specialist consulting practice with over 200 clients. His two main areas of specialism are working with clients in Europe and the Middle East regions, and in the global aviation industry.
Robert was awarded the “Global Human Resources Leadership Award” in February 2017 by the “World HR Congress” to recognize his global “guru” status and his iconic work in the field of compensation.
Who should attend?
This course is designed for everyone who requires an appreciation or an in-depth knowledge of performance management (PM) and implementing a performance appraisal (PA) system underpinned by objectives and competencies as part of an overall performance management approach. This includes HR generalists at all levels of their careers, as well as Specialists in “Performance” or “Compensation” who focus on performance and compensation who wish to develop their skills in performance management and appraisal. The courses are also highly suitable for all Line Managers from all Functions who manage the performance of their employees.
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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.
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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
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4. Follow up