PROGRAM DETAILS

Introduction

Performance measurement and management systems are essential for strategic human resource management within organizations. These systems help HR managers set clear performance expectations, allowing employees to understand their roles and responsibilities accurately. They also enable managers to reinforce individual accountability, align employee efforts with organizational goals, and provide a framework for performance evaluation and development.

The design and implementation of performance measurement and management systems are complex and risky processes that require meticulous planning and execution. Integrating these systems into a company’s existing structures and processes is crucial for fostering a performance-driven culture that promotes continuous improvement, employee engagement, and overall organizational success.

A well-designed performance management system (PMS) includes several key components: setting performance standards, monitoring performance, providing feedback, and conducting performance appraisals. Each component is vital for ensuring that employees are aware of expectations, receive necessary support, and get feedback to achieve their goals.

In this comprehensive training program, participants will explore various HR theories and their practical applications in performance management. The course will cover essential topics such as setting performance expectations, feedback mechanisms, performance appraisal methods, and conflict management. By engaging with these topics, participants will gain a thorough understanding of how to design and implement effective performance measurement and management systems.

By the end of this course, participants will be better equipped to select suitable employees, motivate and appraise their teams, manage workplace conflicts, and make informed decisions on a daily basis.

Learning Objectives :

Upon completing this Course, you will have the ability to:

• Enumerate the stages of the performance management cycle and elucidate the HR’s involvement in each phase.
• Discriminate between various kinds and elements of performance management systems.
• Formulate and create a holistic performance management system.
• Arrange and strategize the effective execution of a performance management system.
• Recognize the business needs for performance management operating systems.
• Devise mandatory coaching and training sessions for both managers and employees.

Target Audience

• Individuals in Human Resources roles and other staff members entrusted with the creation and execution of performance management systems.
• Current and future managers and supervisors aspiring to lead employees towards enhanced results effectively.

Program Content

Day 1 –  The Involvement of Human Resources in Performance Management

• Defining and Understanding Performance Management
• The Phases of the Performance Management Cycle Human Resources’
• Contribution Across Various Phases
• Balancing Strategic and Administrative Functions
• Clearing Tangible and Intangible Duties

Day 2 –  Varieties of Performance Management Systems

• Graphic Rating Scales
• Behaviorally Anchored Rating Scales
• Management By Objectives
• Competency-Based Systems
• 360-Degree Feedback