Target Setting in Performance Management - Line Managers/HR Professional

Target Setting is embedded in performance Management. The two concepts would drive direction to any organization if effectively and efficiently designed and practiced. Either in a public or private enterprise, effective results and individual employee performance is crucial to the organization’s growth and survival.

This course will help participants become conversant with the procedure for determining performance measures at the Corporate, Business Unit and Individual Job Holder levels. Key discussions will address both quantitative dimensions such as performance indicators and qualitative dimensions such as ability, interest and characteristics that are relevant to the job.

Participants will also learn how to manage attainment of targets through regular monitoring and support, appraising employees, identifying skill gaps and development requirements to build relevant competencies, as well as linking individual performance to reward and career advancement.

Modules:

• Overview of performance management in business success
• Setting of Job Objectives, KRA’s, KPI, Targets and Time-lines
• Key components of the Targets Setting
• Critical Results
• Performance Indicators and Standards
• The Quantitative and Qualitative measures of Performance
• Expectations from performance appraisal exercise
• Conducting an effective appraisal
• Critical Appraisal Skills
• Appraisal: role plays
• How to achieve objectivity in appraisal
• Performance rating methods
• Managing outcomes of appraisals (training needs, career development, counselling etc.)

Learning Objectives:

Participants in this course will learn how to:

• Define performance measures at the corporate, business unit and individual levels
• Manage the attainment of targets through regular monitoring, and support
• Appraise employees and identifying training and development requirements to build relevant competencies.
• Give a guide on how to set realistic KPI’s that translates from corporate level to business level and individual level.
• Link individual performance to rewards and career advancement