PERFORMANCE PLANNING AND APPRAISAL FOR STAFF : objective measures

STAFF PERFORMANCE  :  AN EFFECTIVE PLANNING AND APPRAISAL WORKSHOP COURSE OBJECTIVE :  HOW TO SET, MONITOR AND APPRAISE STAFF PERFORMANCE AT THE END OF TRAINING, PARTICIPANTS SHALL BE ABLE TO PLAN AND APPRAISE STAFF PERFORMANCE AT ALL LEVELS. TWO DAY INTENSIVE COURSE  SUITABLE FOR * HR head and Training, Head of departments, Head of section and all supervisors COURSE METHODOLOGY * Case study method * Group discussion and presentation * The ROE as the ultimate performance PERFORMANCE PLANNING AND APPRAISAL * What is performance * Performance objectiveve * Measure performance * Key Result Areas * Strategic map * Establish performance targets * Gap analysis * Improvement strategies DAY 1 :  PERFORMANCE PLANNING * Agree on key performance areas (what work output to measure) * Agree on the KPIs  (output input ratio) * Based on past performance achievement, set the goals and performance targets * Also with CEO requirements  - cascaded targets * Decide on best practices / strategies/models to be applied * Establish BSC perspective and action plans * Agree on changes needed * Training activities where needed DARY 2 :  PERFORMANCE APPRAISAL * Measure actual performance results agreed performance targets * Show on graph to eliminate the impact of volume - true performance * Measure improvement gains * Record new best practices learned * Reward staff based on performance gains * Conduct root cause analysis for negative gaps * Changes needed for next season * Training if competency gaps exist. ACTION PLANS * Change strategies and business models * Conduct training to non-performers * Performance recognition and rewards KEY PRINCIPLES IN PERFORMANCE MANAGEMENT * Setting performance goals are done jointly by both boss subordinate. * the KPIs were agreed between both parties. * The performance gaps measured should be between actual performance against industry standards. * The critical performance gaps could be check in depth for Problems and issues * Based on the problems and issues, solutons could be found in the proccess. * If negative performance gaps are attributed to non-performers, then their competency gaps could be drawn from competency profiles. * competency profile should be based on industry best practices.   FAQS   ARE THERE ID OR MINIMUM AGE REQUIREMENTS TO ENTER THE EVENT? No prerequisite.   WHAT ARE MY TRANSPORTATION/PARKING OPTIONS FOR GETTING TO AND FROM THE EVENT? Lots of car parks at basement.   Nearest LRT terminal is Asia Jaya.   WHAT CAN I BRING INTO THE EVENT? Calculator and note book or laptop   HOW CAN I CONTACT THE ORGANIZER WITH ANY QUESTIONS? Anytime before and after 012-2728286   WHAT'S THE REFUND POLICY? 7 days prior to event   DO I HAVE TO BRING MY PRINTED TICKET TO THE EVENT? Preferably but not essential