‘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.Enroll Now Interested in Future
Objective / benefit from this course: After completion of the course, participants will be able to:
Benefit of the Organization:
Having Certified Performance Management Professional, organization may have the following benefits:
Mode of Program: Fully Online Online
Learning Method: Online workshop, Exercises, Assignment
Accredited by: Cambridge Academy of Professionals - UK
Objective / benefit from this course
After completion of the course, participants will be able to
M-1-Anatomy of Performance Management
M-2-Aligning Vision, Mission and Goals with KRA KPI
M-3-Performance Benchmark & Goal Setting
M-4-Methods for KPI Designing
M-5-KPI based Performance Management System
M-6-Design and Measure KPI
M-7-Balanced Score Card
M-8 Competency Based PMS
M-9-Designing Performance Centric Incentive Structure
“WARD is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.”
‘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.