Performance Management: Goal Setting and Evaluation
This course uses a combination of theory and practical application to deliver the content, and participants are expected to engage in role-playing exercises, including conducting performance evaluation meetings and guidance sessions.
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 guidance and understand the five steps for optimal guidance sessions.
- Conduct effective performance evaluation meetings.
- Identify methods for rewarding and motivating employees and recognizing their performance.
Team leaders, managers, business partners, and employees responsible for organizational performance.
Training Program Content:
Performance Management – Introduction and Definitions
- Definition of 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.
Setting Effective Goals
- From vision and mission to strategies.
- Performance standards – three types.
- The crucial impact factors on performance.
- Key result areas – definition and examples.
- Key performance indicators – definition and characteristics.
- Measurement units.
- Differences 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.
Significance of Guidance
- Definition of guidance.
- Responsibilities in guidance.
- Focus on guidance and its purpose.
- Important guidance skills.
- Elements of a good guidance session.
- Five guiding steps to achieve optimal performance.
- Role-playing exercise: conducting a guidance session.
Conducting Effective Performance Evaluations
- Planning and preparing for performance evaluations.
- Logistic preparations.
- Starting the meeting.
- Discussion of the evaluation: an in-depth look.
- Ending the meeting.
- Roles of managers and employees.
- Common mistakes in evaluations.
- Follow-up after a performance evaluation meeting.
- Time allocation for performance management.
- Appreciating good performance.
- Methods used for employee appraisal.
- Performance diagnosis techniques.
- Categories of performance issues and possible causes.
- System factors vs. individual factors.
- Planning for performance improvement.