Performance Management Process & Implementation with Example
Performance Management Process & Implementation with Example, PMS Principles, techniques & best practice in-depth analysis of performance management through real-life case studies.
Course Description
Description:
This course provides a comprehensive understanding of performance management, including its principles, techniques, and best practices. It explores the processes involved in effectively managing and improving employee performance within organizations. The course covers topics such as goal setting, performance appraisal, feedback mechanisms, performance metrics, and performance improvement strategies. Participants will gain practical skills and knowledge to enhance their ability to manage and optimize performance at an individual, team, and organizational level.
This course provides an in-depth analysis of performance management through real-life case studies. It explores various aspects of performance management, including goal setting, performance measurement, feedback, and employee development. The Online Performance Management System (PMS) Course is designed to equip participants with the essential concepts, strategies, and practical skills required to design, implement, and manage an effective performance management system in the workplace. This course covers various aspects of PMS, from goal setting and feedback to performance evaluations and development planning.
Target Audience:
This course is ideal for HR professionals, managers, team leaders, and anyone involved in the design and implementation of performance management systems within their organizations.
Certification:
Upon successful completion of the course, participants may receive a certificate of completion, demonstrating their understanding of performance management concepts and their ability to apply them in a professional setting.
The Online Performance Management System (PMS) Course provides a comprehensive understanding of PMS practices, enabling participants to enhance employee performance, align individual goals with organizational objectives, and contribute to organizational success.
Key Highlights:
- Principles and techniques of performance management
- Goal setting and performance appraisal
- Feedback mechanisms for performance improvement
- Performance metrics and measurements
- Strategies for enhancing performance at various levels
- Analyze real-world performance management scenarios
- Understand the importance of effective goal setting
- Learn different strategies for measuring performance
- Discover techniques for providing constructive feedback
- Explore methods to enhance employee development
Learning Outcome
Learning Outcome 1
Understand the key principles and concepts of performance management.
Learning Outcome 2
Develop effective performance goals and objectives to drive individual and organizational success.
Learning Outcome 3
Implement feedback mechanisms to provide timely and constructive performance evaluations.
Learning Outcome 4
Design and use performance metrics to measure and monitor progress towards goals.
Learning Outcome 5
Apply strategies and interventions for improving performance and addressing performance gaps.
Learning Outcome 6
Gain a comprehensive understanding of performance management principles and practices.
Learning Outcome 7
Acquire skills to design and implement effective performance measurement systems.
Learning Outcome 8
Learn strategies for setting challenging and achievable performance goals.
Learning Outcome 9
Develop techniques to provide constructive feedback and coaching to employees.
Learning Outcome 10
Discover methods to optimize employee development and career growth.
Objective
- Understand the fundamentals of performance management and its significance in organizational success.
- Develop clear and measurable performance goals and objectives.
- Implement continuous feedback and communication strategies for employees.
- Conduct effective performance evaluations, including setting performance ratings and providing constructive feedback.
- Design and manage performance improvement plans for underperforming employees.
- Create development plans to support employee growth and career development.
- Implement performance recognition and rewards strategies.
- Leverage technology and tools for an efficient performance management process.
Curriculum
Introduction
Performance Management Introduction
Reasons for Performance Appraisal
Common Problems 1
Common problems 2
Common Rater Biases
The Personal Management Cycle
How is your personal Management Cycle
Performance Appraisal Process
Prepare for the meeting
Conduct the meeting Continued
Avoid Discriminatory Behaviour
Defensive or Hostile Employees
Provide Frequent Feedback
Negative or Corrective feedback
Positive Feedback
Four Generations in the Workforce
The Process
The Process and the Summary
Performance Management Process Part 1
Performance management and Appraisal
Legal and Strategic issues
Using performance appraisal
Relative and Absolute Judgement
Trait and Behavioral Data
Scale format
Meeting Goals
Backward and Forwards
Why PMS till PMS Cycle Training
PMS Cycle continued
Purpose of PMS
Method of Appraisal Part 1
Methods of Appraisal Part 2
Method of Appraisal Future Oriented1
Methods of Appraisal Future Oriented2
What is MBO
Cascading of Objectives & MBO Fail
Frequency Review
Forced Ranking
Errors in assessment
Types and Methods of Appraisal
A good PMS should have
Common Problems Associated with Conducting Appraisals
Common Problems 2
Performance appraisal
Types to Uses of Performance Appraisal
Steps in Performance Appraisal
Objectives of Performance Appraisal
Process of Performance Appraisal
Issue in Appraisal System
Benefits of Performance Appraisal for Appraisee
Benefits of Performance Appraisal
Benefits of Performance Appraisal Organisation
Methods of Performance Appraisal Multiple
Methods of Performance Appraisal Individual
Methods of Performance Appraisal Other Method
Confidential Report
Methods of Performance Appraisal
Essay Evaluation
Critical Incidence
Checklist Methods
Checklist Method Example
BARS
Forced Choice Method
MBO
MBO 2
Multiple Person Evaluation Method
Group Appraisal
Field Review Techniques
360 Degree Appraisal
Appraisal Interview
Quarterly Plan Status – Monthly Plan Status
Way Forward
Case study of Performance Management
Need of PMS
Case Study Objectives
Need to Basic Objectives
Measure to Definition of Performance
Illustrative
Identifying Key Result Areas
What is Balanced Scorecard
Key Benefits of Balanced Scorecard
The Perspective Provide
Obtaining Measures and Target
Development
Recap
Corporate Planning.
How does division performance get measured.
Anchoring targets to the rating scale
So What is a stretch tool all about
Definition for rating for each parameter
Defining Stretch Targets
Individual Performance Target
Performance Planning and Linkages to Smart Goal
Writing Smart Goal Continued
Action Planning
Development Planning
Objectives
Quarterly Appraisal
Final Appraisal
Relative Weightage of KRA
Removing Rater Bias
Assessing development plan
Feedback Session to Coaching Feedback
Continuous Feedback
What is feedback
Reinforcing positive behaviour
Tips for collecting feedback
The Linkages
Communication Tools
Templates and Download
PMS Appraisal Form
Professional Competencies and Self Assessment
Sample KRA
Sample PMS form templates
PMS Process description
PMS workflow
PMS Terminologies
PMS case study in different organizations
