PERFORMANCE SETTING AND APPRAISAL :Staff measures, strategies and models

PERFORMANCE APPRAISAL AND REPORTS :  THE MANDATORY ANNUAL HR APPRAISAL MEETING AND REPORTS TWO DAY INTENSIVE WORKSHOP FIRST DAY:   PERFORMANCE PLANNING SECOND DAY : PEFORMANCE APPRAISAL TARGET GROUPS For HR practitioners and consultants and trainers and heads of departments.  A PARADIGM SHIFT IN LEARNING The course analizes staff performance and design performance solutions that has impact on bottom line.  The learning and solutions are focused on the work place . COURSE OBJECTIVE At the end of the program, participants should be able to set objective goals to the staff while conforming to the needs of the business and environment.  Subsequently he should be able to objectively evaluate their performance that has impact to the corporate objectives with the right and fair performance measures. COURSE CONTENTS * Conduct performance benchmarking * Applying the practical performance measures * The ROE chart as the business model * Identifying the critical performance gaps * Conduct root cause analysis * Identifying performance problems and issues * Providing strategic solutions and best practices * Putting all into a strategi map * Estbalishing performance standards, objectives and goals * Estimating the results STAFF PERFORMANCE MANAGEMENT * PERFORMANCE TARGETS * PERFORMANCE APPRAISAL PERFORMANCE TARGET * Decided and agreed by the boss and staff jointly * Boss performance decided by the company * Staff performance within boss performance * The deciding KPIs agreed jointly * The former targets * Setting the current goals * Empowerment authority and budget * change in job description * Chart the planned performance graphs * Sign the performance agreement PERFORMANCE APPRAISAL * Analyse the performance through output input analysis : staff and boss * Put them into performance graphs - staff and boss * Agreed jointly with the evaluation reading * Refer to performance planning setting (as  above) * Refer to Benchmarking - internal and external * Refer to Performance agreement * The agreed goals, strategies, models and empowerment * Authority and budget * Key Performance indicator:  Output/input * Diagnose problems and issues * Agree on the solutions and change * Best practices and training needed * Finally, agree on the performane grades.  (go to performance target for next period) COURSE METHODOLOGY The course is conducted through case studies, with excel templates and models prepared in advance to facilitate efficient learning process.  There shall be group dynamic discussions that ends with presentation. THE DESIGNER AND FACILITATOR OF THE COURSE Arriffin has a background in accounting and finance.  Having worked in multinationals and public listed companies, he was exposed to all kinds of businesses, managements and systems.  He belives that staff performance improvements is the key to business excellence. Contact us 012-2786282  arriffin@gmail.com 500-5-15, Wisma Indah, Jalan Tun Razak, 50400 Kuala Lumpur