Performance Management From Goal Setting to Appraisal

ICTD International Centre for Training and Development

What are the topics?

ICTD International Centre for Training and Development

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Who should attend

Management staffs who wish to gain a sound knowledge-base of performance management and performance review techniques and win-win outcome techniques.

About the course

Simply put, performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on performance of the organization, a department, processes to build a product or service, employees, etc. Information in this topic will give you all the overall activities involved in each individual employee are an integral part of an organization. Each plays his/her role towards the total performance of the organization. The success and progress of the organization rides on the success and progress of its people. The continuous management of the performance of an individual and the organization is the answer to a successful partnership between the individual and the organization employee performance management system.

Course Objectives

By the end of the program, participants will be able to:

  • Understand the various stages in performance management
  • Understand and apply the appropriate performance management system and methodologies
  • Develop performance management system for the organization based on the inputs for designing the system
  • Conduct effective performance appraisal sessions
  • Effectively link performance management to training and development
  • Effectively link performance management to other related issues
  • Understand the competency profiling methodology and how to use the tools
  • Utilize the competency profiling into the performance management

Course Outline

Module 1:

  • Introduction to Performance Management and Competency profiling
  • Overview and Concept of effective performance management system
  • Performance management systems, methodologies and tools
  • Seven Common mistakes of performance management
  • Performance management goals and gaps

Module 2:

  • Performance Management planning
  • Collecting information on performance management
  • Assessing performance management
  • Motivating people to deliver their optimum performance
  • Link people competencies with performance

Module 3:

  • Conducting effective people performance appraisal sessions
  • Handling disagreements
  • Creating a personal training and development plan
  • Relating people performance to compensation & benefits
  • People performance management monitoring, control

Module 4:

  • Making sense of competencies
  • Designing a defensible competency model
  • Enhancing performance with competencies
  • Re-engineering the system
  • Competency profiling tools and systems
  • Monitoring and Evaluate the competencies performance management

Module 5:

  • Linking performance with T&D, C&B and other related issues
  • Pitfalls in performance management and how to avoid and deal with them
  • Substandard performance and progressive discipline
  • Performance improvement and development plans

Course Methodology

A variety of methodologies will be used during the course that includes:

  • (30%) Based on Case Studies
  • (30%) Techniques
  • (30%) Role Play
  • (10%) Concepts
  • Pre-test and Post-test
  • Variety of Learning Methods
  • Lectures
  • Case Studies and Self Questionaires
  • Group Work
  • Discussion
  • Presentation

Videos and materials

Performance Management From Goal Setting to Appraisal at ICTD International Centre for Training and Development

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Disclaimer

Coursalytics is an independent platform to find, compare, and book executive courses. Coursalytics is not endorsed by, sponsored by, or otherwise affiliated with any business school or university.

Full disclaimer.

Because of COVID-19, many providers are cancelling or postponing in-person programs or providing online participation options.

We are happy to help you find a suitable online alternative.