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Provided by: PERCON The Strategic Interveners Performance Management & feedback skillsBusiness and Management Skills |
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o Establishing performance goals
o Providing effective orientation, counseling, education, and training.
o Conducting performance reviews and feedback sessions.
o Designing effective compensation and recognition systems that reward people for their contributions.
o Providing promotional/career development opportunities for staff.
o Holding exit interviews to understand WHY valued employees leave the organization.
o Providing effective orientation, counseling, education, and training.
o Conducting performance reviews and feedback sessions.
o Designing effective compensation and recognition systems that reward people for their contributions.
o Providing promotional/career development opportunities for staff.
o Holding exit interviews to understand WHY valued employees leave the organization.
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Training
Provided by PERCON The Strategic Interveners
- R asked: give me the charges and duration details along with your location details.
- M asked: What skills do managers require at different levels of managerial responsibilities and why? Explain suitable examples from any organization you are familiar with. Describe the organization you are referring to
Performance Management & feedback skills
PERFORMANCE MANAGEMENT & FEEDBACK SKILLS
The primary objective of this two day programme would be to look at performance management in its truest sense: a continuous process of creating a work environment or setting, in which people perform to the best of their abilities. Simply put, performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner.
This session strives to look at performance management, holistically.
PMS INCLUDES THE FOLLOWING:
& 61656; Establishing performance goals
& 61656; Providing effective orientation, counseling, education, and training.
& 61656; Conducting performance reviews and feedback sessions.
& 61656; Designing effective compensation and recognition systems that reward people for their contributions.
& 61656; Providing promotional/career development opportunities for staff.
& 61656; Holding exit interviews to understand WHY valued employees leave the organization.
THE MAIN ISSUES THAT WOULD BE HIGHLIGHTED AND REINFORCED IN THIS SESSION ARE:
A clear understanding, of the objectives of the performance management system. Only when the organistion is clear about what it wishes to achieve by instituting the PMS, can it implement it in the right spirit.
Aligning employee goal and business goal
Doing Job Analyses: what are its various aspects?
Instituting detailed Job Descriptions after completion of Job Analyses.
Basic suggestions for identifying and developing competencies.
Steps in Goal Setting
Points to be kept in mind while setting goals
Understanding the Goal Grid
Holding regular Feedback Sessions, along with Counseling and Coaching Sessions.
Various types of appraisals, choosing the system that would best suit your organisation.
Looking at the common mistakes that occur while appraisals and how to avoid them.
Identifying performance gaps.
Reinforcing training to bridge the gap between Current state & Desired state and as a motivational tool.
Holding discussions and feedback sessions: It is important to ensure that the feedback is effective and positive. Discussing some of the important action oriented principles to conduct a feedback session that would have an impact and help to improve performance.
Understanding that feedback is an ongoing process and if done only after appraisals would lose its desired effect Feedback delayed is Feedback denied
The importance of getting feedback on feedback (to find out if your feedback is working)
Understanding how feedback helps to affect performance
Evolving a fair and effective compensation structure
Linking performance to the rewards and the incentive systems
Motivating employees (through Transactional rewards & Relational rewards)
Creating opportunities for growth and career prospects within the organisation
Conducting Exit interviews, as these would provide feedback on whether or not the systems established were actually working, from the point of view of the employee. The feedback would also have to be used constructively for improving the systems.
The primary objective of this two day programme would be to look at performance management in its truest sense: a continuous process of creating a work environment or setting, in which people perform to the best of their abilities. Simply put, performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner.
This session strives to look at performance management, holistically.
PMS INCLUDES THE FOLLOWING:
& 61656; Establishing performance goals
& 61656; Providing effective orientation, counseling, education, and training.
& 61656; Conducting performance reviews and feedback sessions.
& 61656; Designing effective compensation and recognition systems that reward people for their contributions.
& 61656; Providing promotional/career development opportunities for staff.
& 61656; Holding exit interviews to understand WHY valued employees leave the organization.
THE MAIN ISSUES THAT WOULD BE HIGHLIGHTED AND REINFORCED IN THIS SESSION ARE:
A clear understanding, of the objectives of the performance management system. Only when the organistion is clear about what it wishes to achieve by instituting the PMS, can it implement it in the right spirit.
Aligning employee goal and business goal
Doing Job Analyses: what are its various aspects?
Instituting detailed Job Descriptions after completion of Job Analyses.
Basic suggestions for identifying and developing competencies.
Steps in Goal Setting
Points to be kept in mind while setting goals
Understanding the Goal Grid
Holding regular Feedback Sessions, along with Counseling and Coaching Sessions.
Various types of appraisals, choosing the system that would best suit your organisation.
Looking at the common mistakes that occur while appraisals and how to avoid them.
Identifying performance gaps.
Reinforcing training to bridge the gap between Current state & Desired state and as a motivational tool.
Holding discussions and feedback sessions: It is important to ensure that the feedback is effective and positive. Discussing some of the important action oriented principles to conduct a feedback session that would have an impact and help to improve performance.
Understanding that feedback is an ongoing process and if done only after appraisals would lose its desired effect Feedback delayed is Feedback denied
The importance of getting feedback on feedback (to find out if your feedback is working)
Understanding how feedback helps to affect performance
Evolving a fair and effective compensation structure
Linking performance to the rewards and the incentive systems
Motivating employees (through Transactional rewards & Relational rewards)
Creating opportunities for growth and career prospects within the organisation
Conducting Exit interviews, as these would provide feedback on whether or not the systems established were actually working, from the point of view of the employee. The feedback would also have to be used constructively for improving the systems.
About The Training Provider: PERCON The Strategic Interveners
PERCON The Strategic Interveners - A Brief About Our Chief Intervener & Promoter
Values
Having born just after independence, imbibed many nationalistic values, which, over the years culminated into concern for humanity and people issues across the globe. These values gradually reinforced themselves, with the exposure to higher education, cosmopolitanism and opening of the Indian economy.
Spectre
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