Performance Management Implementation
We can upgrade your appraisal system to best practices of a high-performance culture.
We can upgrade your appraisal system to best practices of a high-performance culture.
Mills, C, (2017) Performance Management, A Practical Guide-AuthorHouse, UK
Mills, C, (2003) Performance Management – Under the Microscope. Singapore Human Resource Institute.
Mills, C, (1995) Fact or Fantasy, A National Study of Performance Management Practices in Singapore. Singapore Institute of Management.
Mills, C, (1994) What’s Hot What’s Not, A National Study of Performance Management Practices in Malaysia. Malaysian Institute of Personnel Management.
OUR TRAINING APPROACH is classic behaviour modelling in style for optimum skill development and calibration i.e. Each workshop combines short lectures with examples on key content, video demonstration, exercises and behaviour modelling skill practice.
Research shows that successful skill-based training is conducted in groups of no more than 12-16 per session using behaviour modelling for optimum skill development and calibration i.e.
Core Measures can create customised videos to support performance planning and coaching components. This is done on site with company staff. Core Measures prepares the script which is based on the essence of the subject and portrays the key issues. We direct and video real staff in realistic scenarios using relative examples/meta language. Our commitment and pleasure at making the workshop work!
Core Measures recommends the following stages to successfully conduct the training.
Consultant trains the Management team
Consultant trains internal Trainers (Optional)
Train the Trainer Certification Program-
Objectives: To:
Enabling Objectives
By the end of the workshop, participants will have:
|
Focus |
Performance Management Programme- Train the Trainer 2-3 days |
| Performance Management | A review of the system, purpose and importance & content. A walk through of the facilitator guide and how to use it |
| Certification | A review of the measurement criteria and success factors for certification |
| Facilitator demonstration | A demonstration of the skill areas necessary to facilitate and manage a workshop. Participants provide feedback on role model and areas that could have been improved using observer feedback worksheets. |
| Skill Transfer | The purpose and benefits of role-playing vs. skill practice. Dyad, triad or quartet? Mini lecture on behaviour modeling. Participants take part in a behaviour modeling skill practice. |
| Participant Presentations | Participants observe their colleague’s presentation and give guided feedback using observer feedback worksheets. |
| Training techniques | An individual presents the use of a training technique. The facilitator summaries key learning points |
| An Evaluation model | A review of the Kirkpatrick model and an exercise to determine pre and post training KPIs |
| Summary | A summary of all learning points, cover issues and discuss follow up steps regarding implementation |
|
Focus |
Performance Administration Training-1 day |
| Pre work | All administrators must come to the workshop with a completed performance plan |
| Roles and Responsibilities | We review the roles and responsibilities of administering and coaching performance planning and other aspects within the performance management system. |
| Perform Quality Checks. | We discuss quality standards and introduce a quality check guide for performance planning. We review administrators own performance plans. We review sample forms and practice quality checking |
| Performance Planning Clinics | Participants learn how to coach others to link Strategy initiatives to objectives and competencies. Administrators will discuss a process model. ‘Live’ modeling of the process will be followed by role-plays of clinic sessions |
| Administrator Skills | The skills of facilitating and coaching performance planning as well as an administrator |
| Implementation | A plan is developed to ensure all staff complete performance plans to set standards within a set time frame. Responsibilities are discussed and agreed |
| Administrator Skills | A review administrator competencies and exercises in use of key aspects |
| Summary | A summary of all learning points, cover issues and discuss follow up steps regarding implementation |
Performance Management, ‘A Practical Guide’
