R700.00
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Learning Outcomes
Identify key behaviours required in performance planning by recognising how to commit and promote ongoing performance management, rather than simply the performance review |
Spot the warning signs of poor performance and take pre-emptive action |
Understand motivation in the workplace and how to achieve the most from your employees |
Determine the best method to reward good performance, both financially and non-financially |
Ensure that all team members understand and commit to their goals, and are clear about how their progress will be measured |
Provide effective coaching and deliver constructive feedback |
Effectively prepare for the performance review |
Provide timely, effective actual reviews, practicing the ‘art of no surprises’ |
Description
The aim of this programme is to ensure organisational performance is achieved and business goals are being met through individual performance management. NQF Level 4
Outline
The Basics | |
What is Performance Management? | |
How does Performance Management Work? | |
Three Phase Process | |
Assessments | |
Performance Reviews | |
Establishing Performance Goals | |
Strategic Planning | |
Job Analysis | |
SMART Goal Setting | |
Motivation | |
Monitoring Results | |
360 Degree Feedback | |
What is 360 Degree Feedback vs Traditional Performance Reviews? | |
Competency Assessments | |
Competency Assessment Defined | |
Implementation | |
Developing Competency Assessments | |
Kolb’s Learning Cycle | |
Experience | |
Observation | |
Conceptualisation | |
Experimentation | |
Motivation | |
Key Factors | |
The Motivation Organisation | |
Identifying Personal Motivators | |
Evaluating and Adapting | |
The Performance Journal | |
Recording Goals and Accomplishments (‘Brag-Book’ Concept) | |
Linking with your Employees / Managers | |
Performance Coaching | |
Keeping Track | |
Creating a Performance Plan | |
Goal Setting | |
Establishing Desired Results | |
Prioritisation | |
Measuring Actual Performance against Desired Standards | |
Evaluation |
MPowrMe ™