Performance Management Systems
Overview
Performance management should improve results, not just produce annual ratings. This course shows how to design and run a performance system that links goals to strategy, encourages regular conversations, assesses fairly and connects performance to development and reward.
Who should attend
HR managers and specialists, line managers and supervisors, and staff responsible for performance systems.
Training methodology
Interactive presentations, practical exercises, case studies, group discussions, role-plays where relevant, and a personal action plan that participants apply in their own work.
Objectives
By the end of this course, participants will be able to:
- Design a performance management cycle that fits the organisation
- Cascade objectives and write SMART goals
- Hold effective coaching and review conversations
- Assess performance fairly and reduce rating bias
- Link performance outcomes to development and reward
Course outline
Day 1Performance Management Systems
- Purpose and principles of performance management
- Traditional and continuous approaches
- The performance cycle
- Roles of HR, managers and employees
- Common system failures
- Diagnosis of your current system
Day 2Objectives and Measures
- Cascading strategy into goals
- Writing SMART objectives
- Individual KPIs
- Behavioural competencies
- Team and individual goals
- Workshop: write objectives
Day 3Performance Conversations
- Regular check-ins
- Giving constructive feedback
- Coaching for performance
- Recognising good performance
- Documenting conversations
- Role-play: a coaching conversation
Day 4Assessment and Calibration
- Rating scales and their pitfalls
- Rater bias
- Calibration meetings
- 360-degree feedback
- Handling disagreement
- Exercise: calibrate ratings
Day 5Underperformance and Outcomes
- Managing underperformance
- Performance improvement plans
- Linking to development plans
- Linking to reward
- Evaluating the system
- Action plan
