HR strategy and best practice › Strategic Performance Management

Strategic Performance Management

Create a performance management system that is linked to strategic business objectives and delivers demonstrable results

This is a sample learning overview that we can design and deliver specifically for your organisation.

Performance management should form the centrepiece of communication between managers and individual employees. It should cultivate trust, strengthen engagement and drive productivity – directly impacting the bottom line. Ultimately it should sustain higher levels of performance.

HR professionals can add direct bottom line value to their business by ensuring their talent is engaged, productive, satisfied and, most importantly, focused on delivering key objectives. We will equip participants with the understanding, ability and knowledge to design a performance management framework that achieves strategic advantage by unlocking motivated performance.

Participants on such a programme will:

  • Understand the value of a performance management scheme that is fully aligned with strategic objectives
  • Be able to design an effective and sustainable performance management system
  • Know how to effectively implement the scheme
  • Be aware of potential pitfalls and follow best practice guidelines
  • Help to drive higher levels of performance across the organisation

View typical programme content

Programme

A typical programme may cover:

Performance management for strategic advantage: how your performance management scheme can drive strategically focussed organisational performance

  • Positioning performance management within your organisation’s strategic framework: understanding what drives business success in your organisation and implications for scheme design
  • The link to organisational values and behaviours: ensuring fit and alignment to your organisation’s culture
  • Achieving high performance – the engagement factor: how to design a performance management scheme that unlocks motivated performance  

Understanding how to avoid pitfalls in performance management schemes and manage realities

  • Exploration of case study experiences and research findings
  • Identifying risk factors in your organisation and priority needs to ensure success

Tailoring the tools of performance management to your organisation: designing your scheme detail and links with other ‘people’ initiatives

  • Cascaded objective setting: strategically harnessed performance
  • Performance appraisal: design principles and choices
  • Personal development and talent management: ensuring effective feeds and links
  • Recognition and reward: sustaining motivated performance – options and considerations for your organisation

Developing a performance management culture: how to ensure your organisation embraces a performance management approach

  • Approaches to design, involving your organisation and gaining buy in to ensure a design that is appropriate, accepted and effectively actioned
  • Leadership and management behaviours: assessing and prioritising needs to ensure effective performance management occurs

Action planning: what next?

  • Identifying your priority actions to be implemented on returning to work

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Learning channels

A wide range of learning methods ensures we deliver learning that is appropriate, specific and drives sustainable change.

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