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Performance Management: Goal Setting and Evaluation

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Performance Management: Goal Setting and Evaluation


  • The course combines theory and practical application to deliver the content.
  • Participants are expected to engage in role-playing exercises, including conducting performance evaluation meetings and coaching sessions.

Course Objectives:

By the end of the course, participants will be able to:

  • Interpret performance management, including definitions, objectives, and developments.
  • Understand the stages of the performance management cycle and how to manage them.
  • Develop tangible and intangible performance standards.
  • Set business goals, including SMART goals and criteria.
  • Define coaching and understand the five steps of optimal coaching sessions.
  • Conduct effective performance evaluation meetings.
  • Identify methods of rewarding and motivating employees and recognizing their performance.

Target Audience:

Team leaders, managers, business partners, and employees responsible for organizational performance.

Program Content:

  1. Performance Management: Introduction and Definitions
  • Defining performance management.
  • Impact of poor performance on the organization.
  • Objectives of performance management.
  • Key terms and their uses.
  • Overview of the annual performance cycle.
  • Responsibilities in performance management.
  • Joint management model.
  • Mistakes in performance management.
  1. Setting Effective Goals
  • From vision and mission to strategies.
  • Performance standards – three types.
  • Critical success factors’ influence on performance.
  • Key result areas – definition and examples.
  • Key performance indicators – definition, characteristics, and units of measurement.
  • Differentiating between goals and objectives.
  • Transforming goals into objectives using the SMART approach.
  • Measuring semi-tangible/competency factors.
  • Behavioral indicators.
  • Professional level.
  • Importance of organizational values.
  1. The Significance of Coaching
  • Defining coaching.
  • Responsibilities of coaching.
  • Focus and purpose of coaching.
  • Important coaching skills.
  • Elements of a good coaching session.
  • Five guiding steps to achieve optimal performance.
  • Role-play exercise: Conducting a coaching session.
  1. Conducting Effective Performance Evaluations
  • Planning and preparing for performance evaluations.
  • Logistics preparations.
  • Initiating the meeting.
  • In-depth discussion of the evaluation.
  • Wrapping up the meeting.
  • Roles of managers and employees.
  • Common errors in evaluations.
  • Follow-up after performance evaluation meetings.
  • Time allocation for performance management.
  • Appreciating good performance.
  • Methods used for employee appraisal.
  • Performance diagnosis techniques.
  • Categories of performance problems and potential causes.
  • System factors versus individual factors.
  • Planning for performance improvement.

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