Performance management is no more only catering to the monetary benefits of the employee. Today, HR works towards facilitating and enhancing the performance of the employees by building a conducive workplace and giving maximum opportunities to the employees for taking an interest in organizational planning and decision making process. The developments that have shaped Performance Management in recent years are the differentiation of employees or talent management, management by goals and constant monitoring and review.
Performance management is a much broader and a complicated function of HR, as it encompasses activities such as joint goal setting, continuous progress review and frequent communication, feedback and coaching for improved performance, implementation of employee development programs and rewarding achievements. Performance Management training is a necessity in maximizing the strategic usage of talent.
Negative behaviours are often hard to isolate, difficult to prove and uncomfortable to address. Often, the hardest part of a manager's job is talking with employees about individual performance reviews. Nearly all supervisors dread initiating these kinds of conversations and many avoid them whenever possible. This inherent avoidance causes performance issues to worsen over time.
Therefore when effectively implemented Performance Management systems mobilize human energy in an organization and achieve breakthrough performance. Performance management training can mean different things for different roles, but it always focuses on training managers how to accomplish or facilitate work through others, and how to direct and develop their employees. Good performance management also includes ongoing, two-way dialogue with your employees about expectations, priorities and key performance areas. It aims to develop your employees, ensure their success and maximize their contributions to the organization.
Bodhih’s workshop on Performance Management provides participants with the complete guide to performance management. It will provide hands on experience in designing and implementing a performance management system, using techniques which have been proven in practice.
Key Learning Points:
The Theory of Performance Management
Designing a Performance Management System
Achieving organizational alignment
Pay for Performance - Incentive Schemes
Learning Areas from this Training Program
Design Key Performance Areas and Key Performance Indicators
Build the Balanced Scorecard and cascade it throughout the organisation
Link individual performance with organisational goals
Monitor performance using Team Review Meetings and Individual Performance Reviews
Develop links to Performance Incentive Schemes
Ideal or Useful for:
Ideal Group Size
Download a Session Plan For Performance Management
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