Performance management is an essential process for ensuring orientation, development and equity in employee management. Introducing or innovating the performance management system means improving internal communication, directing teams and resources toward objectives, ensuring constant feedback to people, enriching in quality and quantity the knowledge of one’s human capital, stimulating individual growth, recognizing merit on an objective basis, and making decisions on a factual basis.
The course addresses the topic with an integrated approach (strategic, methodological, managerial, internal communication aspects) aimed at improving the company’s results. Entrepreneurs, managers and specialists in the human resources function will have the opportunity to outline their performance management model from the system’s goals and in light of the company’s objectives, culture and values.
Target audience
Entrepreneurs, HR Managers and Human Resource Development Specialists.
Methodology
The course adopts a laboratory methodology of hands-on experimentation of all phases of setup, methodology selection, tool development and management applications. This mode enables effective choices to be made when implementing or improving the company’s performance management system.
Duration
2-day in-person course or webinar mode.
Goals
- Understand the evolution of the performance management system from a purely HR process to a Business process
- Learn how to build a performance management system to support the company’s development strategies
- Outline the main performance management methodologies in relation to the goals to be achieved and the populations involved
- Develop the ability to set up and operate a performance management system in their organization
- Define the link between performance management system and reward, training and staff development systems
- Acquire the ability to prevent and address major critical issues during implementation and maintenance.
Program
- Identify goals and methodologies in relation to the company’s development goals
- Link between performance management system, organizational models, and business results
- The methodological aspects: choosing the most effective methodology in relation to the purposes
- Designing the performance management process: the dimensions involved, stages and mechanisms of operation, operational tools and actors involved, data processing and reporting
- From performance management to the reward system: populations, budgets, calculation formulas from performance to reward
- From performance management to human resource development: how to use system outcome to drive people’s growth
- Implement and monitor: design the project plan for incorporating the system into the organization
- The points of attention in implementing the system: committment, methodology, operational aspects of management, involvement of internal stakeholders.
