Performance Management: Goal Setting and Evaluation

Performance Management: Goal Setting and Evaluation

Methodology:

• 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.

2. 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.

3. 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.

4. 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.