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Performance Management and Modern Quality Systems Course (Kuala Lumpur)

By: HRODC Postgraduate Training Institute

Malaysia

03 - 28 Jul, 2017  26 days

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By the conclusion of the specified learning and development activities, delegates will be able to:

  • Explain the concept of performance management
  • Distinguish performance management from performance appraisal
  • Recognize the multiple negative consequences that can arise from the poor design and implementation of a performance management system. These negative consequences affect all the parties involved: employees, supervisors, and the organization as a whole
  • Demonstrate their understanding of the concept of a reward system and its relationship to a performance management system
  • Distinguish among the various types of employee rewards including compensation, benefits, and relational returns
  • Describe the multiple purposes of a performance management system including strategic, administrative, informational, developmental, organizational maintenance, and documentation purposes
  • Describe and explain the key features of an ideal performance management system
  • Create a presentation providing persuasive arguments in support of why an organization should implement a performance management system, including the purposes that performance management systems serve and the dangers of a poorly implemented system
  • Note the relationship and links between a performance management system and other HR functions including recruitment and selection, training and development, workforce planning, and compensation
  • Describe and explain contextual and cultural factors that affect the implementation of performance management systems around the world
  • Justify why performance management is an ongoing process including the interrelated components of prerequisites, performance planning, performance execution, performance assessment, performance review, and performance renewal and recontracting
  • Conduct a job analysis to determine the job duties, needed knowledge, skills, abilities (KSAs), and working conditions of a particular job
  • Write a job description that incorporates the KSAs of the job and information on the organization, unit mission, and strategic goals
  • Exhibit an understanding of why the poor implementation of any of the performance management process components has a negative impact on the system as a whole
  • Demonstrate an understanding of the dysfunctional or disrupted link between any of the performance management process components has a negative impact on the system as a whole
  • Demonstrate  their knowledge of the important prerequisites needed before a performance management system is implemented including knowledge of the organization’s mission and strategic goals and knowledge of the job in question
  • Distinguish results from behaviors, demonstrating an understanding of the need to consider both in performance management systems
  • Describe the employee’s role in performance execution, and distinguish areas over which the employee has primary responsibility from areas over which the manager has primary responsibility
  • Exhibit an understanding of the employee’s and the manager’s responsibility in the performance assessment phase
  • Provide an indication of an understanding of that the appraisal meeting involves the past, the present, and the future
  • Demonstrate an understanding of the similarities between performance planning and performance renewal and recontracting
  • Create results- and behavior-oriented performance standards
  • Define strategic planning and its overall goal
  • Describe the various specific purposes of a strategic plan
  • Explain why the usefulness of a performance management system relies to a large degree on its relationship with the organization’s and units strategic plans.
Kuala Lumpur, Malaysia Jul 03 - 28 Jul, 2017
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+44 7736147507; +44 1902 763607; +44 2071935906

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