Name: Performance Management: Setting Objectives and Conducting Appraisals
Start: 2019-09-22
End: 2019-09-26
Location: Dubai

Performance Management: Setting Objectives and Conducting Appraisals

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Why Attend

Since there is a positive correlation between the performance of individual employees and the overall performance of the organization, it is an organizational imperative for supervisors and managers to improve employee performance.

The role of front line managers is key to any performance management system which includes, but is not limited to, properly setting objectives and conducting appraisals. This course takes an in-depth view at setting the right measures to manage employees. These measures are primarily objective in nature. This course also describes how to conduct eﬀective performance appraisal meetings and emphasizes the importance of coaching as a means for improving performance.

Course Methodology

The course combines theoretical and practical methods for delivering content. Participants are expected to role play performance appraisal meetings and coaching sessions.

Course Objectives

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

Define performance management, its objectives and various responsibilities
List the main phases in a performance management cycle and how to manage each for optimum results
Develop tangible and intangible measures of performance
Create business based objectives, including SMART targets, measures and Key Performance Indicators (KPIs)
Define coaching and list the 5 steps for conducting optimal coaching sessions
Conduct effective performance appraisal meetings
Identify ways of rewarding and recognizing employees

Target Audience

Team leaders, managers, business partners and line mangers who are held accountable for the performance of the organization and its employees.

Target Competencies

Deciding and initiating action
Presenting and communicating
Analytical thinking
Applying expertise and technology
Following instructions and procedures
Planning and organizing
Achieving goals and objectives

Associations

HR Certification Institute (HRCI): Meirc is an approved provider with the HR Certification Institute. Established in 1976, HRCI is an internationally certifying organization for the human resource profession and a global leader in developing rigorous exams to demonstrate mastery and real-world application of forward-thinking HR practices, policies and principles. Today, more than 120,000 professionals worldwide proudly maintain their HR Certification Institute’s credentials as a mark of high professional distinction. By successfully completing any Meirc program which is approved by HRCI, participants will earn credit hours essential for maintaining professional distinction of PHR®, SPHR® or GPHR®.

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Society for Human Resource Management(SHRM): Meirc is recognized by the Society for Human Resources Management (SHRM) as a Recertification Provider. This recognition implies that participants who attend any of the SHRM approved programs delivered by Meirc Training & Consulting will earn a number of Professional Development Credits (PDCs) which will help them maintain their certification in SHRM-CP or SHRM-SCP.

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Location & Date

22 - 26 Sep, 2019

Dubai

English

Media Rotana

Meirc reserves the right to alter dates, content, venue and trainer.

Fees

Per participant

USD 4,800

Fees + VAT as applicable

Tax Registration Number : 100239834300003

(including coffee breaks and a buffet lunch daily)

Discount Plans & Cancellations Policy

This Meirc course is accredited by the HR Certification Institute (HRCI).
Credit Hours = 30

Course Outline

Performance management – introduction and definitions
- Definition of performance management
- Objectives of performance management
- Impact of poor performance on an organization
- Key terms and uses
- The annual performance cycle: an overview
- Responsibilities in performance management
- Shared management model
- Mistakes in performance management
Establishing effective objectives
- Cascading the vision, mission and strategies
- The impact of critical success factors on performance
- The 3 types of performance criteria
- Key result areas - definition and examples
- Key performance indicators
  - Definition and characteristics
  - Units of measure
- Difference between goals and objectives
- Turning goals into objectives the SMART way
- Measuring the semi tangible factors and competencies
  - Behavioral indicators
  - Proficiency level
- Corporate values - their importance
The importance of coaching
- Defining coaching
- Coaching responsibilities
- Benefits of good coaching
- The focus and purpose of coaching
- Important coaching skills
- Five steps of coaching for optimal performance
- Role play: facilitating a coaching session
Conducting effective performance appraisals
- Planning performance appraisals
- Conducting effective appraisal meetings
  - Beginning the meeting
  - Discussing the evaluation: an in-depth view
  - Closing the meeting
- Roles of managers and employees
- Common appraisal errors
Following up after the performance appraisal meeting
- Percentage of time spent on performance management
- Acknowledging good performance
- Ways of recognizing employees
- Techniques for performance diagnosis
- Categories of performance problems and possible causes
- System factors versus individual factors
- Performance improvement planning

Human Resources and Training

Training Categories