Arab British Fellowship Training Academy offers a course on performance management in companies: its definition and key elements. Performance management begins once employees have been hired, given at least initial training, and are capable of carrying out their assigned tasks independently, and the crucial next step is managing that performance over time.

This involves ensuring employees remain productive while helping them advance in their careers and make the most of their potential, a complex task that depends on the company's ability to guide performance management on a daily basis, and one of the core responsibilities of the HR department.

Objectives of the Performance Management in Companies Course:

• Strengthen and increase the effectiveness of performance management systems.
• Identify and apply performance management tools.
• Plan and manage learning, training and development requirements.
• Define talent and how to manage it.
• Support employees in developing and planning their careers.
• Increase return on investment.
• Methods for setting clear development plans as part of the process.
• Hold regular discussions throughout the performance cycle covering matters such as coaching, guidance, feedback and evaluation.
• Learn the core techniques of job performance that build respect, strengthen relationships, and, when necessary, defuse potential conflicts.

Target Audience for the Performance Management in Companies Course:

• Managers of private and public companies.
• Managers responsible for HR performance management policies and procedures.
• Executive managers who wish to gain a deeper understanding of performance management.
• All HR managers, including executive managers who lead a team and conduct performance appraisal interviews, and staff in the HR department.
• Graduates and those interested in this field.

Performance Management Effectiveness in Companies

• Introduction to performance management.
• HR processes that facilitate performance management.
• Organizational objectives, collective and individual performance, and institutional and individual development.
• The benefits of building a learning, training and development company.
• Establishing an effective performance appraisal system.

Performance Management Tools in Companies

• Exploring how to give and receive feedback.
• Compiling and using 360-degree feedback reports.
• Preparing the balanced scorecard.
• Performance coaching.
• Managing stress.

Conducting an Effective Performance Appraisal

• Clarifying the purpose of the performance appraisal.
• Preparing for, running, and following up on the performance appraisal meeting.
• Setting key performance indicators and SMART objectives.
• Personal development plans and continuing professional development.

Managing/Dealing with Poor Performance

• Appointing a manager with a positive reporting relationship.
• Identifying poor performance and its causes.
• Addressing poor performance.
• Dealing with and managing conflict.
• Applying the company's disciplinary policy.

Benchmarking Your Company's Performance

• The value of benchmarking performance against other companies.
• How to conduct performance benchmarking.
• Working to drive positive change.
• Evaluating your company using the SWOT analysis model and the PESTLE (general external environment) analysis model.

Course Style:

• In-house training.
• Individual training.
• Group training.
• Practical training.