Developing People, Organisations and HR Strategy

Registration and Coffee

Introducing the concept of performance management

• Defining and scoping performance management: why it means different things to different people
• Examining the levels of performance management: individual, team, departmental, organisational
• Outlining the processes underpinning successful performance management systems
• What makes performance management effective?
• What are the benefits of an effective performance management system?
• Integrating performance management systems into business practices, and aligning them to strategic planning processes

Understanding the link between organisational values and performance

• The importance of aligning performance management with organisational values: the impact on the bottom line
• How does a successful performance management scheme support organisational values?
• Identifying, measuring and developing competencies that reinforce organisational values

Strategy development, change and cascaded objective setting

• The development of strategy - a review of approaches: emergent versus planned and the implications for performance management
• How to set objectives that meet corporate, team and individual needs: exploration of vertical and horizontal integration, needs of matrix management and multifunctional roles
• How to write SMART objectives that support organisational performance
• Designing a scheme that incorporates ongoing flexibility and responsiveness to in-year changes

Performance appraisal and ratings

• What to appraise? The use of competencies and alternative options: pitfalls and benefits
• How to overcome problems of ratings 'drift': exploring options and approaches to assist you in designing a rating scheme that works
• The annual performance cycle and in-year review: tracking and adapting to create a responsive and ongoing performance management approach
• Balancing the informal with the formal - empowering your managers and avoiding bureaucracy
• Tailoring for your organisation, and different employee levels and areas, whilst maintaining fairness and consistency
• Training your appraisers to enhance performance
• Managing poor performance: ensuring your processes for addressing underperformance align with your performance management scheme

End of day one