Performance Management Process & Implementation with Example

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Human and Emotion: CHRMI

10:53:56

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1. Introduction

1. Performance Management Introduction.mp4

03:16

2. Reasons for Performance Appraisal.mp4

05:31

3. Common Problems 1.mp4

04:46

4. Common problems 2.mp4

10:34

5. Common Rater Biases.mp4

09:03

6. The Personal Management Cycle.mp4

03:49

7. How is your personal Management Cycle.mp4

04:26

8. Performance Appraisal Process.mp4

05:37

9. Prepare for the meeting.mp4

09:17

10. Conduct the meeting Continued.mp4

05:21

11. Avoid Discriminatory Behaviour.mp4

18:07

12. Defensive or Hostile Employees.mp4

05:56

13. Provide Frequent Feedback.mp4

03:57

14. Negative or Corrective feedback.mp4

03:10

15. Positive Feedback.mp4

09:47

16. Four Generations in the Workforce.mp4

07:24

2. The Process

1. The Process and the Summary.mp4

03:54

2. Performance Management Process Part 1.mp4

07:15

3. Performance management and Appraisal.mp4

07:15

4. Legal and Strategic issues.mp4

03:09

5. Using performance appraisal.mp4

08:48

6. Relative and Absolute Judgement.mp4

04:19

7. Trait and Behavioural Data.mp4

03:27

8. Scale format.mp4

00:59

9. Meeting Goals.mp4

05:13

10. Backward and Forwards.mp4

01:36

11. Why PMS till PMS Cycle Training.mp4

21:50

12. PMS Cycle continued.mp4

12:53

13. Purpose of PMS.mp4

13:12

14. Methods of Appraisal Part 1.mp4

10:58

15. Method of Appraisal Part 2.mp4

01:23

16. Methods of Appraisal Future Oriented.mp4

09:02

17. Method of Appraisal Future Oriented 2.mp4

04:33

18. What is MBO.mp4

02:26

19. Cascading of Objectives & MBO Fail.mp4

07:01

20. Frequency Review.mp4

11:30

21. Forced Ranking.mp4

03:19

22. Errors in assessment.mp4

05:45

3. Types and Methods of Appraisal

1. A good PMS should have.mp4

02:21

2. Common Problems Associated with Conducting Appraisal.mp4

05:14

3. Common Problems Associated with Conducting Appraisal 2.mp4

04:00

4. Performance appraisal.mp4

02:28

5. Types to Uses of Performance Appraisal.mp4

06:34

6. Steps in Performance Appraisal.mp4

01:47

7. Objectives of Performance Appraisal.mp4

03:10

8. Process of Performance Appraisal.mp4

03:05

9. Issue in Appraisal System.mp4

06:26

10. Benefits of Performance Appraisal for Appraisee.mp4

29:47

11. Benefits of Performance Appraisal.mp4

04:37

12. Benefits of Performance Appraisal Organisation Perspective.mp4

03:03

13. Methods of Performance Appraisal Multiple.mp4

03:13

14. Methods of Performance Appraisal Individual evaluation.mp4

08:07

15. Methods of Performance Appraisal Other Method.mp4

03:41

16. Confidential Report.mp4

03:06

17. Methods of Performance Appraisal.mp4

02:29

18. Essay Evaluation.mp4

06:36

19. Critical Incidence.mp4

02:37

20. Checklist Method.mp4

02:12

21. Checklist Method Example.mp4

05:53

22. BARS.mp4

01:37

23. Forced Choice Method.mp4

06:44

24. MBO.mp4

04:19

25. MBO 2.mp4

09:33

26. Multiple Person Evaluation Method.mp4

02:26

27. Group Appraisal.mp4

02:06

28. Field Review Techniques.mp4

01:20

29. 360 Degree Appraisal.mp4

01:54

30. Appraisal Interview.mp4

03:23

31. Quarterly Plan Status - Monthly Plan Status.mp4

02:56

32. Way Forward.mp4

03:07

4. A Practical Case Study Need

1. Case Study Objectives.mp4

02:47

2. Need to Basic Objectives.mp4

08:13

3. Measure to Definition of Performance.mp4

02:56

5. Case Study Measure to Definition of Performance

1. Illustrative.mp4

06:29

2. Identifying Key Result Areas.mp4

05:10

3. What is Balanced Scorecard.mp4

03:04

4. Key Benefits of Balanced Scorecard.mp4

05:52

5. The Perspective Provide.mp4

05:52

6. Obtaining Measures and Target.mp4

02:56

7. Development.mp4

05:35

8. Recap.mp4

07:25

6. Case Study Corporate Planning

1. Sessions to Corporate Planning.mp4

03:16

2. How does division performance get measured.mp4

09:45

3. Anchoring targets to the rating scale till Uniformity in Targets.mp4

10:16

4. So What is a stretch tool all about.mp4

02:24

5. Definition for rating for each parameter.mp4

09:51

6. Defining Stretch Targets.mp4

05:49

7. Case Study Individual Performance Target

1. Individual Performance Target - Performance Development Planning.mp4

05:49

2. Performance Planning and Linkages to Smart Goals.mp4

07:58

3. Writing Smart Goal Continued.mp4

15:00

4. Action Planning.mp4

03:53

5. Development Planning.mp4

01:52

6. Objectives.mp4

04:20

7. Quarterly Appraisal.mp4

02:39

8. Case Study Final Appraisal

1. Final Appraisal.mp4

07:48

2. Relative Weightage of KRA.mp4

13:42

3. Removing Rater Bias.mp4

07:19

4. Assessing development plan.mp4

12:47

9. Case Study Feedback Session to Coaching Feedback

1. Feedback Session to Coaching Feedback.mp4

08:48

2. Continuous Feedback.mp4

02:52

3. What is feedback.mp4

08:25

4. Reinforcing positive behaviour.mp4

02:56

5. Tips for collecting feedback.mp4

14:16

6. The Linkages.mp4

04:27

7. Communication Tools.mp4

01:22

8. Lets fill the form together till Conclusion.mp4

20:24

10. Downloads and Templates

1.1 PMS Appraisal Form.xls

1. PMS Appraisal Form.html

2.1 Professional Competencies Self-Assessment and Development Plan.pdf

2. Professional Competencies and Self Assessment.html

3. Sample KRA.html

4. Sample PMS form templates.html

5. PMS Process description.html

6. PMS workflow.html

7. PMS Terminologies.html

8. PMS case study in different organizations.html

Description

PMS Principles, techniques & best practice in-depth analysis of performance management through real-life case studies

What You'll Learn?

Understand the key principles and concepts of performance management.
Develop effective performance goals and objectives to drive individual and organizational success.
Implement feedback mechanisms to provide timely and constructive performance evaluations.
Design and use performance metrics to measure and monitor progress towards goals. • Learning Outcome 5
Apply strategies and interventions for improving performance and addressing performance gaps.
Gain a comprehensive understanding of performance management principles and practices.
Acquire skills to design and implement effective performance measurement systems.
Learn strategies for setting challenging and achievable performance goals.
Develop techniques to provide constructive feedback and coaching to employees.
Discover methods to optimize employee development and career growth.

Who is this for?

This course is ideal for HR professionals, managers, team leaders

Anyone involved in the design and implementation of performance management systems within their organizations.

What You Need to Know?

Basic Management Knowledge

Basic understanding of English

More details

Description
Description:
This course provides a comprehensive understanding of performance management, including its principles, techniques, and best practices. It explores the processes involved in effectively managing and improving employee performance within organizations. The course covers topics such as goal setting, performance appraisal, feedback mechanisms, performance metrics, and performance improvement strategies. Participants will gain practical skills and knowledge to enhance their ability to manage and optimize performance at an individual, team, and organizational level.
This course provides an in-depth analysis of performance management through real-life case studies. It explores various aspects of performance management, including goal setting, performance measurement, feedback, and employee development. The Online Performance Management System (PMS) Course is designed to equip participants with the essential concepts, strategies, and practical skills required to design, implement, and manage an effective performance management system in the workplace. This course covers various aspects of PMS, from goal setting and feedback to performance evaluations and development planning.
Target Audience:
This course is ideal for HR professionals, managers, team leaders, and anyone involved in the design and implementation of performance management systems within their organizations.
Certification:
Upon successful completion of the course, participants may receive a certificate of completion, demonstrating their understanding of performance management concepts and their ability to apply them in a professional setting.
The Online Performance Management System (PMS) Course provides a comprehensive understanding of PMS practices, enabling participants to enhance employee performance, align individual goals with organizational objectives, and contribute to organizational success.

Key Highlights:
Principles and techniques of performance management
Goal setting and performance appraisal
Feedback mechanisms for performance improvement
Performance metrics and measurements
Strategies for enhancing performance at various levels
Analyze real-world performance management scenarios
Understand the importance of effective goal setting
Learn different strategies for measuring performance
Discover techniques for providing constructive feedback
Explore methods to enhance employee development
Learning Outcome
Learning Outcome 1
Understand the key principles and concepts of performance management.
Learning Outcome 2
Develop effective performance goals and objectives to drive individual and organizational success.
Learning Outcome 3
Implement feedback mechanisms to provide timely and constructive performance evaluations.
Learning Outcome 4
Design and use performance metrics to measure and monitor progress towards goals.
Learning Outcome 5
Apply strategies and interventions for improving performance and addressing performance gaps.
Learning Outcome 6
Gain a comprehensive understanding of performance management principles and practices.
Learning Outcome 7
Acquire skills to design and implement effective performance measurement systems.
Learning Outcome 8
Learn strategies for setting challenging and achievable performance goals.
Learning Outcome 9
Develop techniques to provide constructive feedback and coaching to employees.
Learning Outcome 10
Discover methods to optimize employee development and career growth.
Objective
Understand the fundamentals of performance management and its significance in organizational success.
Develop clear and measurable performance goals and objectives.
Implement continuous feedback and communication strategies for employees.
Conduct effective performance evaluations, including setting performance ratings and providing constructive feedback.
Design and manage performance improvement plans for underperforming employees.
Create development plans to support employee growth and career development.
Implement performance recognition and rewards strategies.
Leverage technology and tools for an efficient performance management process.

Curriculum
Introduction
Performance Management Introduction
Reasons for Performance Appraisal
Common Problems 1
Common problems 2
Common Rater Biases
The Personal Management Cycle
How is your personal Management Cycle
Performance Appraisal Process
Prepare for the meeting
Conduct the meeting Continued
Avoid Discriminatory Behaviour
Defensive or Hostile Employees
Provide Frequent Feedback
Negative or Corrective feedback
Positive Feedback
Four Generations in the Workforce
The Process
The Process and the Summary
Performance Management Process Part 1
Performance management and Appraisal
Legal and Strategic issues
Using performance appraisal
Relative and Absolute Judgement
Trait and Behavioral Data
Scale format
Meeting Goals
Backward and Forwards
Why PMS till PMS Cycle Training
PMS Cycle continued
Purpose of PMS
Method of Appraisal Part 1
Methods of Appraisal Part 2
Method of Appraisal Future Oriented1
Methods of Appraisal Future Oriented2
What is MBO
Cascading of Objectives & MBO Fail
Frequency Review
Forced Ranking
Errors in assessment

Types and Methods of Appraisal
A good PMS should have
Common Problems Associated with Conducting Appraisals
Common Problems 2
Performance appraisal
Types to Uses of Performance Appraisal
Steps in Performance Appraisal
Objectives of Performance Appraisal
Process of Performance Appraisal
Issue in Appraisal System
Benefits of Performance Appraisal for Appraisee
Benefits of Performance Appraisal
Benefits of Performance Appraisal Organisation
Methods of Performance Appraisal Multiple
Methods of Performance Appraisal Individual
Methods of Performance Appraisal Other Method
Confidential Report
Methods of Performance Appraisal
Essay Evaluation
Critical Incidence
Checklist Methods
Checklist Method Example
BARS
Forced Choice Method
MBO
MBO 2
Multiple Person Evaluation Method
Group Appraisal
Field Review Techniques
360 Degree Appraisal
Appraisal Interview
Quarterly Plan Status - Monthly Plan Status
Way Forward

Case study of Performance Management
Need of PMS
Case Study Objectives
Need to Basic Objectives
Measure to Definition of Performance
Illustrative
Identifying Key Result Areas
What is Balanced Scorecard
Key Benefits of Balanced Scorecard
The Perspective Provide
Obtaining Measures and Target
Development
Recap
Corporate Planning.
How does division performance get measured.
Anchoring targets to the rating scale
So What is a stretch tool all about
Definition for rating for each parameter
Defining Stretch Targets
Individual Performance Target
Performance Planning and Linkages to Smart Goal
Writing Smart Goal Continued
Action Planning
Development Planning
Objectives
Quarterly Appraisal
Final Appraisal
Relative Weightage of KRA
Removing Rater Bias
Assessing development plan
Feedback Session to Coaching Feedback
Continuous Feedback
What is feedback
Reinforcing positive behaviour
Tips for collecting feedback
The Linkages
Communication Tools

Templates and Download
PMS Appraisal Form
Professional Competencies and Self Assessment
Sample KRA
Sample PMS form templates
PMS Process description
PMS workflow
PMS Terminologies
PMS case study in different organizations
Who this course is for:
This course is ideal for HR professionals, managers, team leaders
Anyone involved in the design and implementation of performance management systems within their organizations.

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Employee Performance Management

Human and Emotion: CHRMI

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Human Resource, Leadership, Career, Life skill and self development coaching through E Learning, Consulting, Management books , Workshops and Organizational development. Partner with multiple international learning platforms, Universities and groups. Human and Emotion and its eminent consultants has 100K plus course enrollment, 15 plus ready made courses for more than 100 plus hours, 100 plus ready to deliver courses related to Management and HR. HandE has more that 80k global students and 5k plus global communities and an average rating of 4.5 out of 5. HandE offers 20+ T&D and Organizational development services, 100+ HR, L&D, OD and Business Projects.Human and Emotion is your Ideal partner for Complete Training Management of Leadership and Management, Complete Competency Mapping and Assessment, Complete Learning and Development Process Management, Leadership Development or MDP, IDP and Upskilling, Complete HR and Business Digital Transformation, HRBP Process Management and Implementation, Organizational Design and Analysis, Complete Merger and Acquisition Management, LMS, PMS, ATS, Assessment Centre Implementation and many moreList of Projects Undertaken in OD and HRBP· Merger and acquisition of regional location with the corporate entity· Preparing Global Skill Matrix, Competency Mapping Framework· Implementation of ISO standards, documentation, and migration/merger for HR at a global level.· Complete revamp, review of Global HR Policy and Process.· Creating HR Asset register, Potential assessment & Succession planning model· Revamp and implementation of Global HRMS system and digital transformation· Creating Hierarchy structure and Leadership development at a global level· Fresher hiring plan plus model and aligning with Capacity building· AI driven Interview, engagement, and communication process· Implementation and creating the complete HRBP Framework, matrix and programs· Creating a Complete High Potential Assessment Centre and Development Centre· DPO: Review and implementation of Data Privacy mode aligning GDPR, POPIA, CCPA

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