Performance Management: Setting Objectives and Conducting Appraisals Training Courses - Dubai | Meirc
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Performance Management: Setting Objectives and Conducting Appraisals

Performance Management: Setting Objectives and Conducting Appraisals Training Courses in Dubai
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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 becomes imperative for supervisors and managers to improve employee performance by properly setting objectives and conducting appraisals.

The role of ​front line managers is key to any performance management system. This course takes an in-depth view at setting the right measures to manage employees, measures that are primarily objective in nature. The course also describes how to conduct effective performance appraisal meetings and emphasizes the importance of coaching as a means of 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®.

Society for Human Resource Management(SHRM) : Meirc is recognized by the Society of Human Resources Management (SHRM) as a Preferred 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-CPSM or SHRM-SCPSM.

Location & Date

26 - 30 Nov, 2017
Dubai
Arabic
Sofitel Downtown Dubai
25 - 29 Mar, 2018
Dubai
English
2 - 6 Dec, 2018
Dubai
Arabic
Meirc reserves the right to alter dates, content, venue and trainer.

Fees: US$

Per participant
US$ 4,600
Fees + VAT as applicable for 2018
(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 - 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 (KPIs)
      • 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
    • What is 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