The mindset of global companies about Performance Management is changing. In its October 2016 article, “The Performance Management Revolution, Harvard Business Review reported that companies Adobe, Junifer Systems, Dell, Microsoft, Delloitte, Accenture and PwC, among others dumped their annual performance reviews and restructured their performance management system to allow for more frequent feedback and performance conversations. Some of these companies have already reported positive outcomes due to the changes they made.
It’s about time we rethink our own way of managing employee performance. If you wish to continue doing annual performance appraisals, know that it is not enough to promote and sustain high performance.
All organizations face the challenge of directing the energies of their employees to the task of achieving organizational goals and objectives. In doing so, organizations need to devise means to influence and channel the behaviors of their employees so as to optimize their contributions. Performance management constitutes one of the major management tools employed in this process. This is based on the premise that an individual’s performance in a job is improved by having definite goals, feedback about their performance, and is complemented by an appropriate recognition and reward system.
‘exeQserve’, an HR and Training Consulting company that operates in the Philippines, offers the participants a clear view of what performance management is all about and how to utilize it in achieving organizational objectives. At the end of this workshop, the participants should be able to participate in the design and implementation of a performance management system that includes the following elements:
- Policy Design and implementation mechanisms
- Performance goal setting mechanisms (KRA, KPI, Competencies)
- Performance Monitoring techniques
- Developing employee’s competencies through training and coaching
- Appraising performance (Optional)
- Rewarding and recognizing performance.
Competency-based Performance Management Strategy Workshop Objectives
At the end of the session, the participants are expected to be able to:
- Describe the requirements for the successful implementation of a performance management system.
- Explain the role of HR/Management in the effective Implementation of a Performance Management System
- Enumerate the components of a holistic Competency-based Performance Management System
- Identify and explain the steps in the effective implementation of a performance management system
The participants will also take home the following customizeable tools for implementing a competency-based performance management system:
- Template Performance Management Policy
- Competency-based performance review tools
- Sample performance scorecards
- Individual Development Plan template
- Competency table templates
Who Should Attend:
HR/OD Managers and others in charge of developing and implementing an effective competency-based Performance Management System