Professional Performance Management Event, 09.Feb.2025

Introduction

Course Objectives of Professional Performance Management

• The purposes of performance management, from an organizational point of view
• The purposes of performance management from an individual's point of view
• How to make guided (or forced) distribution fair and effective
• The four steps of advanced performance management
• The skills involved in each of the four steps
• The links to competencies, personal development, and 360-degree feedback
• The links to performance-related pay
• The effective use of the disciplinary procedure for addressing performance problems  

Professional Performance Management Course Outlines

Day 1

Creating a high-performance culture

• The context for performance management in the Middle East
• Nationalization
• Privatization
• The case for performance management
• The principles on which effective performance management is built
• Links into the disciplinary procedure
• The role of HR within performance management
• The role of the front line manager

Day 2

Objectives and Feedback

• The use of competencies
• Addressing the performance gap
• Quantitative v Qualitative Objectives
• SMART Objectives
• Continuous Improvement
• Motivational feedback
• Developmental feedback

Day 3

Coaching

• The Ask/Tell Matrix
• Coaching
• The characteristics of a coaching session
• Handling problems
• Links into poor performance procedure
• Aligning Performance Management with Career Pathing

Day 4

The Performance Appraisal Meeting

• The purpose and use of PA Meetings
• A forum for managers and employees
• Characteristics of an effective PA meeting
• Learning strategies
• Agenda for the PA Meeting
• Practical guidance for front line managers

Day 5

Links into development and merit pay

• Performance appraisal from the employee’s point of view
• Personal development
• How appraisal and pay should be linked
• 360-degree feedback
• Personal action planning