Arab British Fellowship Training Academy offers a course on the steps of performance management and their benefits to the company. There is a clear positive relationship between individual employee performance and overall company performance, which is why supervisors and managers need to understand the importance of setting goals and conducting evaluations correctly, with direct managers playing an essential role in any performance management system.

Performance management is best described as a set of interconnected, flexible procedures rather than a rigid system of tasks, a cyclical process built around three main pillars: agreeing on performance and development goals, managing performance throughout the year, and reviewing performance, after which the cycle repeats. Within these stages, the course covers the practical steps of planning, execution, follow-up, and review.

Objectives of the Performance Management Steps and Their Benefits for the Company Course

By the end of the course, participants will be able to:

• Explain performance management, including definitions, benefits, objectives and developments.
• Understand the steps of the performance management cycle and how to manage it.
• Develop tangible and intangible performance standards.
• Set business objectives, including SMART goals and criteria.
• Define coaching and understand the five steps of an optimal coaching session.
• Conduct effective performance appraisal meetings.
• Identify methods for rewarding, motivating and recognizing employee performance.
• Follow instructions and procedures.

Target Audience for the Performance Management Steps and Their Benefits for the Company Course

• Team leaders and managers in the HR department.
• Business partners and employees responsible for organizational performance.
• Graduates and those interested in this field.

Performance Management Steps

• Planning
• Execution
• Follow-up
• Review

Performance Management – Introduction and Definitions:

• Defining performance management.
• The impact of poor performance on the organization.
• The objectives of performance management.
• Key terms and their uses.
• An overview of the annual performance cycle.
• Responsibilities within performance management.
• The shared management model.
• Common mistakes in performance management.

Setting Effective Objectives:

• From vision and mission to strategies.
• Performance standards – three types.
• The impact of critical success factors on performance.
• Key result areas – definition and examples.
• Key performance indicators.
• Definition and characteristics.
• Units of measurement.
• The difference between objectives and goals.
• Turning objectives into SMART goals.
• Measuring semi-tangible factors / competencies.
• Behavioral indicators.
• Professional level.
• The importance of organizational values.

The Importance of Coaching:

• Defining coaching.
• Coaching responsibilities.
• The focus of coaching and its purpose.
• Key coaching skills.
• The elements of a good coaching session.
• Five coaching steps for achieving the best performance levels.
• Role-play exercise: conducting a coaching session.

Conducting Effective Performance Appraisals:

• Planning and preparing for performance appraisals.
• Logistical preparations.
• Starting the meeting.
• Discussing the appraisal: an in-depth look.
• Concluding the meeting.
• The roles of managers and employees.
• Common appraisal mistakes.

Follow-up After the Performance Appraisal Meeting:

• The proportion of time devoted to performance management.
• Recognizing good performance.
• Methods used to recognize employees.
• Performance diagnosis techniques.
• Categories of performance problems and their possible causes.
• System factors versus individual factors.
• Planning for performance improvement.