Performance Management
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Date: 20th March 2025 |
Develop a consistent approach to performance management at strategic, organisational and personal levels
Performance management is a strategic tool employed by organisations to ensure that the work executed by all team members aligns with the organisational goal. This cyclical, systematic approach measures, manages, enhances team member performance, and drives organisational success. This interactive one-day course is designed to equip public service professionals including managers, team leaders, staff, and HR professionals with a comprehensive understanding of the performance management system.
Having grasped the core elements, best practices, and implementation strategies, participants will have the expertise to align individual and team goals with organisational objectives, strengthen communication and accountability, boost staff engagement, and elevate productivity while fostering a culture of continuous improvement. Resultantly, enhance service delivery to citizens. Participants will also learn how to continuously refine their performance management cycles with a data-driven approach to streamline collaborative output and consistent organisational success.
Learning Outcomes
After completing this course, participants will be able to:
- Recognize and apply the core elements and best practices of an efficient performance management system tailored specifically to their organisational goal.
- Create SMART goals that align with the organisational mandate and values.
- Identify appropriate key performance indicators and measures to monitor and manage performance.
- Evaluate and design mechanisms to adjust and improve performance using a data-driven approach.
- Build organisational performance by training, rewarding, and empowering managers and staff for performance excellence.
Programme
Part 1: The Core Elements of Performance Management
A. The Purpose of Performance Management
- Define and outline the importance of performance management and how it benefits the staff and the organisation.
- Discuss how performance management can enhance service delivery to citizens.
- Provide examples of instances where top-performing organisations have benefited from performance management.
B. The Components of a Performance Management System
- Outline the elements of a performance management system.
- Discuss in detail how these elements interrelate/work in synergy in this strategic, systematic, and cyclical system.
- Explain how each component aligns with the role of managers and or staff.
C. Best Practices in Performance Management
- Provide an overview of the best practices in effective performance management.
- Demonstrate how these best practices help to achieve coordination and optimal results for the organisation short-term and long-term.
- Discuss how each best practice is used to navigate or avoid inefficiencies.
Part 2: Setting Clear Expectations and Goals
A. Establishing SMART Goals
- Identifying and establishing defined organizational goals.
- Discuss how to break down and communicate high-level goals into department-specific and individual targets.
- Identifying and implementing methods to ensure teams stay within the scope of their (adjustable) goals.
B. Key Performance Indicators
- Describe the types of key performance indicators.
- Identifying and utilizing appropriate key performance indicators for specific goals.
- Evaluating the efficiency of key performance indicators that were previously used and adjusting for the future.
C. Using Quantitative and Qualitative Measures
- Discuss the characteristics, advantages, and limitations of both quantitative and qualitative measures.
- Using quantitative measures in conjunction with qualitative measures tailored to specific goals.
- Designing a framework to efficiently use qualitative assessments.
Part 3: Implementing a Performance Management System
A. Building a Robust Performance Management Cycle
- Outline how to implement the components and best practices into specific performance management systems and key considerations to address to establish a well-coordinated system.
- Explore the activities linked to different phases in public service performance management cycles.
- Designing goal-specific performance indicators to continuously monitor performance and record performance data.
B. Training Managers and Staff Roles Within the Cycle
- Highlight the significance of training both staff and managers for effective use of the performance management system.
- Developing a comprehensive training programme that is tailored to the different roles involved.
- Using diverse training methods and an ongoing support system for all team members.
C. Optimizing Organizational Performance with Performance Data
- Using performance data to address poor performance.
- Using performance data to create a feedback loop.
- Using performance reviews and rewards to empower staff.
Please note that the programme is subject to change without notice