October 18, 2017

Competency-based Performance Management Strategy

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Organizations need to devise means to influence and channel the behaviors of their employees so as to optimize their contributions

Date Early Bird Rate (until March 18, 2018) Regular Rate
April 17-18

6,888 PHP + VAT

7,888 PHP + VAT

Some people mistakenly assume that performance management is concerned only with following regulatory requirements to appraise and rate performance. However, appraising performance is ONLY ONE PART of the overall process (and perhaps the least important part).

All organizations face the problem of directing the energies of their staff 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 reward system.

The goal of this course that ExeQserve, an HR solutions provider that operates in the Philippines, offers, is to give 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 capability to perform through training and coaching
  • Appraising performance
  • 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.
  • Describe the roles managers and employees play in the implementation of a performance management system.
  • Understand the components of Performance Management and how each relates to their managerial or supervisory tasks;
  • Go through the steps towards successful employee performance management.


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Process Objectives Time Activities
30 Minutes Opening Activities
  • Define Performance Management
  • Describe the importance of managing performance in contributing
    to the achievement of organizational goals.
1 Hour Overview of Performance Management

  • Introduction of the Performance Management Concept
  • Breaking traditional assumptions about performance
  • The Roles of Organizational Leaders as Performance Managers
  • Describe the requirements for the successful implementation
    of a performance management system.
2 Hours Designing the System

  • Creating the Policy
  • Change management and enablement of the people involved.
  • Enumerate Activities involved in Planning Performance
2 Hours Planning Performance

  • Aligning Individual and Departmental Objectives with Organizational Objectives
  • KRA, KPI and KPOs
  • Clarifying behavioral expectations
  • Seeking Understanding, Acceptance and Commitment
  • Enumerate the activities involved in monitoring performance
2 Hours Performance Monitoring

  • Measuring Performance based on standard
  • Setting up a Performance Monitoring System
  • Identifying Performance Gaps
  • Setting up a performance feedback system
  • Identify ways to help employees improve their performance
2 Hours Developing the Employees Capacity to Perform

  • Various Activities Involved in Addressing Performance Gaps
  • Training as an important tool for improving performance
  • Leaders’ role in ensuring success of training
Process Objectives Time Activities
  • Identify ways to help employees improve their performance
3 Hours
  • Coaching as an effective tool for improving performance
  • Understanding the Coaching Mindset
  • Establishing an environment that is ideal for coaching
  • Offering constructive feedback
  • Go through the steps of appraising performance
  • Pursue continuous performance improvement through
    the performance
3 Hours Appraising Performance

  • Performance Appraisal – Doing it right
  • Guidelines for conducting performance appraisal discussion
  • Setting Developmental Action plan to address performance gaps
  • Use rewards and recognition to continuously motivate
    employees to perform
1 Hour Rewarding and Recognizing Good Perforomance

  • Impact of Rewards and Recognition
  • Establishing a rewards and recognition program
  • Individual Vs. Team-based reward
  • Various Tactics for recognizing good performance
  • Set Action plans to apply learning in the workplace
1 Hour
  • Re-entry action planning.

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