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Performance Management Programme (PMP) for Human Resources, Industrial Relations, Humanities and all Managers of Organisation

By: SPC Patterns Consulting

South Africa

18 - 23 Nov, 2014  6 days

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Why Do Organisations need to implement Performance Appraisals? Designing a performance management system is only the first step. Once design and introduced, there must be a mechanism for ensuring that the system is working. Maintaining a high level of productivity in 21st century organizations entails continuous improvement in performance management system and appraisal. One of the reasons performance management system are rated as ineffective is that they are reliant on old technology. They are too time consuming and too hard to operate effectively. 70% of organisations in a recent international survey used home-grown systems, mostly spreadsheet or template base. Another reason for ineffectiveness is resistance to change as part of the culture in most organisation. The course aims to assist managers with planning and execution of performance contracts for the organisation. The program offers a range of practical and highly effective techniques and tools that can be implemented in any workplace.

Background of the problem

Managers go wrong with performance appraisals in so many ways, it's difficult to identify all of them.  In most organisation, performance management is primarily an annual event, a form completed prior to the end of the financial year. The form is filled and in most cases will not be touched again until the next review the following year. The performance appraisal may or may not be referred to at the annual pay review.  It is surprising then that research consistently indicates that most performance management systems are of poor quality and poorly executed. The fact remains that common problems associated with performance management are the foundational design flaws and the lack of credibility of most exercise.  A recent survey of a frontline industry shows that 45% of managers reported they had not had a performance appraisal in the last 24 months.  A percentage that was almost double in smaller organisation. The purpose of this comprehensive program is to assist managers in furthering one's ability to set goals and objectives, plan work and tasks, manage time, make good decisions and develop and use effectively the performance management system.

Key Learning Objectives of the Programme:

The one week course stands as an important step forward in helping managers and your organization to acquire expertise in:

  • Simple frameworks for planning, including allocating and managing priorities, scheduling work, working proactively and reactively and project planning
  • Basic planning project tools to plan work strategy
  • Achievement of goals and targets effectively and efficiently
  • How to establish and maintain task deadlines
  • How to plan work balancing the constraints of time, cost, scope and quality
  • Role of stakeholders in a project and learn techniques of stakeholder management
  • Techniques to deal with organizational change, including delegation and empowerment
  • Skills necessary to set goals in a strategic and organizational context
  • How delegation can be used in setting of goals and planning
  • Role of managing the performance of their team
  • Key stages in the performance management process
  • Performance management skills and techniques practice to create a development plan
  • Techniques to address poor performance
  • Challenges that face them within their specific team
  • Action plan of their key development points

Course Methodology:

Open Training:

  • Case studies and role play
  • The modules are taught face-to-face by highly qualified and experienced educators in a comfortable, well equipped classroom
  • Comprehensive, high quality course notes are available for learners to take away
  • For many people, taking time out of a regular office environment will lets them concentrate and maximize the benefits
  • High level interactive and participants-led training
  • Class presentations from students
  • Participants will also be assessed individually and tailor solutions to organization
  • Within the classroom, learners from different businesses and backgrounds can enjoy a networking opportunity.
  • Break into syndicate sessions

Course Structure

  • 2 days intensive general workshop
  • 1 day syndicate sessions
  • 1 day field trip, presentation and certificate & award distribution
  • You will be required to attend the classroom-based contact session. After completion of the contact session you will be required to complete an individual assignment

What Will The Post-Programme Assessment Entails?

You will be required to complete (and pass) an individual assignment with a high emphasis on learning through 'doing' where learners are presented with real life and workplace case studies. This allows you to assess your return on investment in correlation to your team's performance and improvement.

Extras:

  • Become an alumni of University of Pretoria
  • Special arrival and cocktail dinner
  • City tour · Business Networking Opportunities
  • Certificate of Achievement

Course Learning Content

The following topics will be covered:

1. CASCADING THE CORPORATE PLAN TO DIVISIONAL PLANS AND MAKE SURE THE KPIs ARE SMART

Unpacking & realising the scope of Business plan management

Why is it important

  • The link between corporate plan to divisional plans / Daily Management
  • Corporate plans to divisional plans and Continuous Improvement.
  • Establishment of divisional objectives & targets from Corporate Objectives (the process)
  • The process of cascading the objectives
  • Applying the SMART principle & test
  • A Practical assignment to apply knowledge gained in practical manner

2. ASSISTING WITH DIVISIONAL PLANS AND THE BALANCE SCORECARDS FOR HEADS OF THE DIVISIONS 

  • Breaking down of objectives and goals
  • Basic formats/structure of KPI's / targets & Balance Score Card documentation
  • The Review and PDCA cycle
  • Structure division 'target statement' – and level one performance indicatives 
  • Divisional KPI visual management

3. ASSIST WITH INDIVIDUAL KEY PERFORMANCE AREAS AND MAKE SURE THEY ARE SMART 

  • The building of KPA sheets (workshop style) 
  • Review cross functionally by presenting the drafts
  • Apply the SMART test 
  • The improvements after cross functional feedback

4. THE ROLES OF THE MODERATING COMMITTEE

  • The need to cross reference divisional dependencies 
  • Key roles & functions of moderating committee 
  • Continuous improvement & KPI contingency rules 
  • An integrated business Balance Score Card & reportable items

Target Audiences Identified

  • Human Resources Directors
  • HR Managers
  • CEO
  • Administrators
  • Directors Private Organizations,
  • Entrepreneurs
  • All members of staff who are looking to increase performance and develop managerial capabilities

 

University of Pretoria, University Road, Pretoria 0002, South Africa Nov 18 - 23 Nov, 2014
Option A $3,600 (Three Thousand Six Hundred US Dollars Only), This fee covers, Training Kits, Expert Tuition, S o u v e n i r s, V i s a, Air-Ticket, Accommodation(****), Edu-Tourism, Award & Certific
(Convert Currency)

+234-1-7619329, +234-1-8054448597, +234-1-80963116