Workshop on Target Setting and Performance Management

Program Overview:

Performance management is a means of getting better results from the organizations’ teams and individuals by understanding and managing them within an agreed framework of planned goals, standards, and competence requirements.  It is a process of establishing shared understanding about what is to be achieved, and an approach to managing and developing people in a way that increases the probability of achieving it in both short and long-term.  This function is own and driven by line management but with support from HR managers.

For whom:

Line Managers, Supervisors, Unit Heads, Project Team Leaders, Human Resource Managers, and Managers who oversee subordinates for performance management.

Learning objectives:

At the end of the program, participants will be able to:

• explain the purpose and scope of target setting and performance management;
• set achievable, agreeable standard of performance;
• measure the level of subordinates’ competencies and clarification of expectations to the competency profile in the role definition and agreement;
• relate performance agreement to the core value or operational requirements of the organization for quality, customer service, and team work; and
• identify the characteristics of an effective performance appraisal system and sources of appraisal information.

Course outline:

Day 1: Understanding goal setting and performance management system: An overview

• Components of an Effective Target
  • Goal Setting, Performance Indicators, Performance Standards
• Developing effective appraisal system
• What are the performance standards? – Strategic relevance
  • Who should appraise performance?

Day 2: Uses of performance appraisal

• Expectations from performance appraisal exercise
• Critical areas for review: performance review, 

reward review, potentials review

• Performance agreements
• Key result areas, role profile, objectives,

standard and measurement

• Performance measurement
• Quantitative performance indicators
• Behavioural performance indicators

Day 3: The balanced scorecard

• The customer perspective, – The internal perspective
• The innovative and learning perspective,

-The Financial perspective

• The 360-degree feedback
• Critical appraisal skills
• active listening, excellent communication

Day 4: Managing performance throughout the year

• The continuing process of performance management
• Up-dating objectives and work plans.
• Managing and reward for performance.
  • Reward review
• Career Management

Training Methodology

Lectures, discussions, exercises, case studies, audio-visual aids will be used to reinforce these teaching/learning methods.