Certified Performance Management Professional [CPMP]

After completion of the course, participants will be able to:

• Provide a thorough understanding of performance management principles and their organizational significance.
• Explore the alignment of vision, mission, and goals with Key Result Areas (KRAs) and Key Performance Indicators (KPIs).
• Develop skills to set performance benchmarks and establish achievable goals.
• Teach techniques for designing and implementing effective KPIs.
• Introduce the framework of KPI-based performance management systems.
• Equip participants with tools for designing and measuring KPIs for actionable insights.
• Familiarize participants with the balanced scorecard approach to performance management.
• Highlight the role of competency-based performance management systems.
• Provide strategies for creating performance-centric incentive structures.
• Foster a mindset of continuous performance improvement and organizational alignment.

Course Modules: 

M-1: Performance Management: Concept, Practice & Misconceptions

M-2: Managing Performance & Potential:

M-3: Conducting a Performance Review

M-4: How to Motivate Employees to Perform

M-5: Managing Your Own Performance

M-6: Performance Management Skills

Module-7: Different Performance Management Methods:

•    KPI Based PMS

•    Graphic Rating System

•    Balanced Scorecard System

•    MBO Method

•    Critical Incident Record Method

Module-8: Performance Analysis and Reward Management

Module-9: Human Performance Improvement

Module-10: HR as Performance Catalyst

By the end of this course, participants will:

• Understand the anatomy and components of effective performance management systems.
• Align organizational vision, mission, and goals with individual and team performance metrics.
• Set realistic and measurable performance benchmarks and goals.
• Design effective KPIs tailored to specific organizational and role objectives.
• Implement and manage KPI-based performance management systems.
• Measure and analyze KPI data to drive informed decision-making.
• Apply the balanced scorecard approach to track and improve performance across multiple dimensions.
• Design and execute competency-based performance management systems.
• Create performance-linked incentive structures that drive motivation and productivity.
• Drive organizational success through continuous performance management and improvement strategies.

“WARD is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.”

“This program is valid for 22 recertification points for APTD & CPTD of Association for Talent Development USA         

“The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI®)  criteria for recertification credit pre-approval.”

Introduction:

‘Performance Appraisal’ or ‘Performance Management’ which every organization need? It is a big question now a days for every organization. Normally we found that every organization having a performance appraisal or evaluation system. But there is no perfect Performance Management System. How an individual can design Perfect Performance Management System which enables and ensure the performance of every individual of the Company.

 What are the merits and demerits of both. How an organization design, implement and evaluate Performance Management System in the organization. Right now a manager and an employee are meeting to discuss the employee’s performance—a performance appraisal meeting, if you will. The manager would rather be doing something else. The employee would rather have multiple root canal surgeries without anesthetic. What’s more, for every manager who’s sitting down with an employee to evaluate performance, there’s a manager who’s trying to figure out how to avoid doing it—to avoid filling out the forms, having the meeting, communicating about performance—going through what seems like a paper chase of no value.

But many managers focus on the wrong things. They focus on appraisal rather than planning. They focus on a one-way flow of words (manager to employee) rather than dialogue. They focus on required forms rather than the communication needed for everyone to succeed. They focus on the past rather than the present and future. They focus on blaming rather than solving problems. As a result, what should be a cooperative effort between manager and employee turns into an awkward, stressful process both parties try to avoid.

This citification workshop will ensure adequate knowledge, skills and Attitude of participants to become competent Performance Management Professional who can design such Performance Management System in the organization which can ensure maximum Performance of the employees.

Strategic Alignment

Proficiency in aligning organizational goals with employee performance metrics to ensure strategic coherence.

KPI Development and Management

Skills to design, implement, and measure KPIs for achieving performance objectives.

Performance Benchmarking

Expertise in setting realistic performance standards and monitoring progress.

Balanced Scorecard Implementation

Knowledge of using balanced scorecards to evaluate performance across multiple organizational dimensions.

Competency-Based Management

Ability to integrate competencies into the performance management process to ensure role alignment.

Incentive Structure Design

Skills to create performance-centric incentive systems that motivate and reward employees effectively.

Data Analysis and Decision-Making

Competence in analyzing KPI data and making informed performance-related decisions.

Continuous Improvement

Commitment to fostering a culture of continuous performance enhancement within the organization.