| 09:00 |
Registration and coffee
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| 09:30 |
Development needs and the link to talent management
- What is the link to talent management and succession planning?
- How to ensure your development needs analysis flows from the organisation's strategy and performance management outcomes: balancing an individual's needs with corporate goals
- Development options and maximising training and development 'transfer': how to ensure your development spend impacts on the bottom line
- Review of approaches, including coaching, 360 degree appraisal, mentoring, action learning, on the job and formal training
|
| 11:00 |
Coffee
|
| 11:15 |
Motivation and reward
- What really motivates people? Why reward? Embracing differences and developing financial and non-financial awards and rewards that work
- Exploration of options: annual salary, bonuses, PRP, incentive schemes, recognition schemes, awards, praise
- Fairness and consistency: how to ensure your motivation and reward schemes are linked into sound performance management and exploring appropriate levels of transparency
|
| 12:30 |
Lunch
|
| 13:30 |
Case study: National Grid Wireless
Katie Haworth, Senior HR Business Partner, National Grid Wireless - Engendering a performance management and development culture to get the best out of your staff
- Restructuring the performance management process - from top down and bottom up
- Linking the performance management system to the strategic planning process
- Connecting performance management to reward structure
|
| 14:15 |
Coffee
|
| 14:30 |
Designing a performance management scheme
- How to design a performance management scheme that will work for your organisation
- Where to start: scoping, buy-in from the top, pilot selection
- Detailed design that will work: using the users, building belief in the scheme
- Coaching your workforce to enhance performance and developing a performance management culturen
- Investing in electronic performance management systems: is it worth it?
- How to assess the impact of your performance management scheme
|
| 15:00 |
Tea
|
| 15:15 |
Potential pitfalls - how it can go wrong
- Identifying substandard corporate and management communication skills, leadership and effective teamworking: raising and addressing dependent issues
- Why do line managers experience difficulty managing poor performance?
- Preventing the danger of inconsistency and unfairness leading to employee confusion and mistrust
- Overcoming cynicism and paper pushing: avoiding bureaucracy and empowering effective appraisal
|
| 16:00 |
Action planning for the future: what's next?
|
| 16:30 |
End of seminar
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