Certificate in Performance Management & Performance Appraisal

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This course would help you to drive employee performance and Organisational Effectiveness to meet Business needs.

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Certificate in Performance Management & Performance Appraisal

  1. 1. Includes group exercises and case studies every day! Certificate In Performance Management And Performance Appraisals Your Expert Course Leader Robert Mosley Global Remuneration Expert and HR Consultant CEO of Lemon Pip Consulting Limited, UK Drive employee performance and organisational effectiveness to meet business needs 5 KEY BENEFITS 1. Support business effectiveness by implementing a best practice performance management system and performance appraisal process 2. Understand the three critical components of an effective performance management system – setting objectives, measuring competencies and planning development 3. Increase overall business and individual employee performance by developing clear and SMART objectives which communicate to your employees what is expected of them 4. Use best practice to conduct appraisals and understand the advantages and disadvantages of appraising both objectives and competencies 5. Implement a pay-for-performance culture as a key component of your HR strategy by aligning your performance appraisal system and rating scale with your annual pay reviews Follow us on www.twitter.com/iirmiddleeast www.facebook.com/iirmiddleeast www.youtube.com/iirmiddleeast 27 – 30 April 2014 The Address Hotel, Dubai Marina, Dubai, UAE 2 – 5 November 2014 The Address Hotel, Dubai Marina, Dubai, UAE Organised by To register Call Howard Fernandes at 00971 4 4072657 or Email him at howard.fernandes@iirme.com www.iirme.com/performancemanagement
  2. 2. About Your Expert Course Leader Robert Mosley, Global Remuneration Expert and HR Consultant, CEO of Lemon Pip Consulting Limited, UK Robert Mosley is widely recognised in many industries and countries as one of the leading global experts on compensation and benefits, and is also a leading expert in the more general field of human resources and performance management. His main areas of expertise and specialism are in the fields of job analysis, job descriptions, job evaluation, grading schemes, pay structures, allowances, bonuses and incentives, industrial relations and collective agreements, e-HR systems, performance management, performance appraisals, and all issues on compensation and benefits globally. Robert worked with Hay Group (Hay Management Consultants) in the UK and UAE from 1985-1990 consulting in over 20 countries. During this time he developed a strong interest in the Middle East. On leaving Hay Group, he joined Emirates Group and Emirates Airline based in Dubai where he worked for 13 years from 1990-2003 and he was promoted to SVP Human Resources with over 22,000 employees in 60 countries. At all times, Robert kept a detailed hands-on role on all remuneration policies globally, and on all general HR policies and procedures. In 2003, Robert left Emirates Group to establish his own consulting business focusing on HR and C&B called Lemon Pip Consulting Limited, and over the past six years he has developed a very successful specialist consulting practice with over 200 clients. His two main areas of specialism are working with clients in the Middle East region, and in the global aviation industry. Robert is a Fellow of the Chartered Institute of Personnel and Development (FCIPD) and holds an MSc from Oxford University and an MBA from London Business School. Robert currently spends most of his time working in and around the Middle East, and offers an expert range of services and solutions on all compensation and benefits issues. Robert has been offering extremely popular training courses through IIRME for the past 13 years. He has led highly successful courses on Job Descriptions and Job Evaluation, Compensation and Reward and HR Policies and Procedures, and has now introduced this exciting new course on Performance Management and Performance Appraisals. Overall, Robert has over 25 years of expertise on HR issues, with particular focus on compensation and benefits in the GCC region. Would you like to run this course in-house? The in-house training division of IIR Middle East Tel: +971 4 407 2624 • Email: CTS@iirme.com www.iirme.com/cts W: www.iirme.com/performancemanagement
  3. 3. The George Washington University School of Business, IIR Middle East’s Academic Partner, is dedicated to excellence: in its teaching and research about management, in the public and private sectors, within the United States and internationally. The school has a 75 year history of preparing men and women for leadership in both the public and private sectors. Known internationally for its dedication to academic excellence, the school draws students from all parts of the United States and around the world. Beyond first class teaching and scholarship, the school’s faculty offers practical experience in the issues and challenges confronting business and government. Its research centres link faculty and students with US and international business and government organisations. Recent distance learning initiatives have expanded the school’s global reach. Course Requirements And Certificates Delegates must meet two criteria to be eligible for an IIRME/GW Certificate of Completion for a course: 1. Satisfactory attendance – delegates must attend all sessions of the course. Delegates who miss more than 2 hours of the course sessions will not be eligible to sit the course assessment 2. Successful completion of the course assessment Delegates who do not meet these criteria will receive an IIRME Certificate of Attendance. If delegates have not attended all sessions, the Certificate will clearly state the number of hours attended. Course Assessment At the end of the course, there will be a multiple-choice exam of straight-forward questions based upon the content covered during the course. A pass mark of 50%, in addition to a perfect attendance record and active participation during the course sessions is required to be awarded the Certificate of Completion from The George Washington University/IIRME. Should you wish not to take up the test, you will receive a Certificate of Attendance from IIR ME based on your full attendance of the course. Who Should Attend? This course is designed for everyone who requires an appreciation or an in-depth knowledge of managing performance and implementing a performance appraisal system underpinned by objectives and competencies as part of an overall performance management approach. This includes HR generalists at all levels of their careers, as well as specialists who focus on performance and compensation and wish to develop their skills in performance management and appraisal. T: +971 4 335 2437 F: +971 4 335 2438
  4. 4. Certificate In Performance Management And Performance Appraisals 27 – 30 April 2014 • The Address Hotel, Dubai Marina, Dubai, UAE 2 – 5 November 2014 • The Address Hotel, Dubai Marina, Dubai, UAE Course Timings Registration will be at 08:00 on Day One of the course. Course sessions will start promptly at 08:30 and end at 14:30. There will be two short breaks for refreshments and lunch will be served at the end of each day’s sessions. Course Objectives Performance Management Establishing and managing a performance management culture, determining Key Results Areas (KRAs), setting objectives and Key Course Methodology You will work in teams on practical case studies to gain detailed hands-on experience using the tools and techniques discussed throughout the course. You will test various ideas to establish what works for you. Update yourself with the latest trends and best-practice developments. Performance Indicators (KPIs), and establishing the right competencies and behaviours for all the roles in an organisation are some of the critical cornerstones of any HR department. Designing and defining the right performance management system to support your organisation’s goals and business objectives, and encourage the development of each individual employee is crucial. HR professionals know that individual performance management is an important tool Case Studies This highly practical course includes case studies designed around best-practice companies based in the Middle East. Course Outline Days One And Two for improving organisation performance. This practical course shows Performance Management you how to: (Including Objectives [KRAs, KPIs] And Competencies [Behaviours]) 1. Make your individual performance management system work successfully 2. Achieve and implement a performance management culture Performance Appraisals Individual performance appraisals help you manage the performance What Is Performance Management? • Purpose and importance • Definitions and concepts • Typical performance management cycle • Guiding principles for the performance management process • Three critical components: objective setting, competencies, and development planning of each employee in your organisation. However, unless you clearly link a performance appraisal to corporate goals and see it as part of the responsibilities of an effective manager, it can be nothing more than a tick-box paper exercise. Traditional appraisals have sometimes had no links to corporate performance or individual employee results. This course will provide a solid foundation on how appraisals lead to performance ratings which can be used in the specific context of payfor-performance and the general context of HRM. You will learn how to: 1. Increase the effectiveness of employee performance appraisals 2. Critically analyse and develop your own performance management Creating A Performance Culture • Integrating performance management across the entire business • Performance management as part of a holistic HR strategy • Embedding a performance culture • Developing the skills of performance coaching • Setting standards and creating a feedback culture Performance Based On Objectives And Goals • Planning performance and setting objectives • Linking job descriptions to performance management • Linking responsibilities and accountabilities to KRAs and KPIs • Setting SMART objectives for KPIs • Monitoring and measuring objectives and goals system 3. Implement the different types of performance appraisal systems currently in use globally 4. Develop an appreciation of the commonly used best-practice approaches and formats for employee performance appraisals and performance rating scales Performance Based On Competencies And Behaviours • Understanding competence (and competences) and competency (and competencies) • What is a competency and why use competencies in performance management? • Design process and examples of behavioural competencies • How many competencies are relevant and how to select the key competencies ToT: +971 Call Howard Fernandes at 2438 E:4register@iirme.com W: www.iirme.com/performancemanagement register 4 335 2437 F: +971 4 335 00971 4072657 or Email him at howard.fernandes@iirme.com
  5. 5. • Illustrative summary of competencies and a competency library/ framework • Monitoring and measuring competencies and behaviours • Typical components of an effective appraisal form: Paper based Online • Approaches for 360-degree appraisals: pros and cons Performance Improvement By Development Planning • Using the performance management process to drive employee development • Development options • Typical formats for individual employee development plans • Role of HR in supporting development planning • Role of employee: individual responsibility and implementation Days Three And Four Practical Exercises: Completing An Appraisal Form Linking Performance Appraisals And Reward • Pros and cons • Linking the appraisal process to merit-pay increase decisions and annual pay reviews • Distribution of performance ratings and budgeting the consequences for pay costs Performance Appraisals • Calibrating manager ratings and allocation of merit increase budget (Including Appraisal Forms, Rating Systems And Pay-For-Performance) • The optimal timetable to use pay to support performance Performance Appraisal Cycle And Planning • Annual performance appraisal cycle and key stages • Implementation issues and cycle timetable • Ensuring adequate communication and training • Role of HR and the line manager in the annual performance cycle Preparing For An Appraisal Discussion • Preparing for the appraisal discussion and performance review • Refining your appraisal skills: Questioning Listening Feedback • Building a culture of effective self-assessment • Five-step model for conducting the appraisal discussion Key Skills In Performance Appraisal • Five key skills: Questions Listening Silence Suspending judgment Giving feedback • Handling challenging situations Practical Exercises: Conducting Appraisal Discussions management Read What Delegates Said About Robert’s Courses With IIR: “This was the most effective course I have attended and I highly recommend it for all in HR.” Hussain Salman, Human Resources Officer, Bahrain Credit, Bahrain “Excellent trainer, very knowledgeable, a true Guru on reward in the GCC.” Suchita Shroff, HR Manager, British Council, Oman “This has been the singularly most useful course I have ever attended. Good theory and excellent practical examples.” Sarah Meredith, HR Manager, Margham Dubai Est, UAE “Robert gave us lots of examples in both local and international cases related to the topics. He has an active style of delivering information which makes it easy to understand. In addition to the presentation slides we had group discussions and other activities to maintain our interest in the subject. I will be able to transfer what I learnt on the course in my workplace scenario.” Mariam Abdulla Al Baloushi, HR Officer, Al Foah Company LLC, UAE Rating Scales In Performance Appraisals • Advantages and disadvantages of rating scales • Different types of rating scales (3 to 6 point systems) • Wording and language used in rating scales • Weighting of “objectives and goals” versus “competencies and behaviours” • Forced distributions of ratings: advantages and disadvantages • Appraisal approaches: “Robert is an excellent trainer.This is the best training programme I’ve attended, and what I’ve learnt will surely help me in my work. Robert brought lots of examples from various companies and brilliantly mixed knowledge with his great experience. He clearly understood our questions and gave us the best answers. He covered almost everything we needed to know about performance management and performance appraisals.” Self-appraisal Sukaina Al Essa, Supervisor – HR Division, Appraisal Forms Direct or indirect Bank Dhofar Al Oman Al Fransi, Oman 360-degree T: +971 4 335 2437 F: +971 4 335 2438 E: register@iirme.com W: www.iirme.com/performancemanagement
  6. 6. Certificate In Performance Management And Performance Appraisals 27 – 30 April 2014 • The Address Hotel, Dubai Marina, Dubai, UAE 2 – 5 November 2014 • The Address Hotel, Dubai Marina, Dubai, UAE To register Call Howard Fernandes at FIVE WAYS TO REGISTER 00971 4 4072657 or Email him at IIR Holdings Ltd. +971 4 335 2437 howard.fernandes@iirme.com 9428 P.O Box Dubai, UAE +971 4 335 2438 register@iirme.com www.iirme.com/performancemanagement DISCOUNTS AVAILABLE FOR 2 OR MORE PEOPLE CALL – +971 4 335 2483 E-MAIL – a.watts@iirme.com WEB BC5371/BC5372 Event Course Fee Before 9 February 2014 Course Fee Before 2 March 2014 Final Fee Certificate In Performance Management And Performance Appraisals 27 – 30 April 2014 (BC5371) US$ 3,995 US$ 4,495 US$ 4,795 Event Course Fee Before 17 August 2014 Course Fee Before 7 September 2014 Final Fee Certificate In Performance Management And Performance Appraisals 2 – 5 November 2014 (BC5372) US$ 3,995 US$ 4,495 US$ 4,795 Course fees include documentation, luncheon and refreshments. Delegates who attend all sessions and successfully complete the course assessment will receive an IIRME/GW Certificate of Completion. WOULD YOU LIKE TO RUN THIS COURSE IN HOUSE? All registrations are subject to our terms and conditions which are available at www.iirme.com/terms. Please read them as they include important information. By submitting your registration you agree to be bound by the terms and conditions in full. DELEGATE DETAILS Payments Job Title: ......................................................................................................... Email: ..................................................................................... Tel: ..................................................... Fax: .................................................... Mobile: .................................................................................. Name: .............................................................................................................................................................................................................. Job Title: ......................................................................................................... Email: ..................................................................................... Tel: ..................................................... Fax: .................................................... Mobile: .................................................................................. Name: .............................................................................................................................................................................................................. Job Title: ......................................................................................................... Email: ..................................................................................... Tel: ..................................................... Fax: .................................................... Mobile: .................................................................................. COMPANY DETAILS Company: ............................................................................................................................................................................................................ Address: ................................................................................................................................................................................................................ Postcode: ................................................................................. Country: ........................................................................................................... Tel: .............................................................................................. Fax: .................................................................................................................. No. of employees on your site: 1000+ 500-999 250-499 50-249 0-49 Nature of your company's business: .......................................... YES, I would like to receive information about future events & services via e-mail ................................................................. To assist us with future correspondence, please supply the following details: Name of the Department Head: ..................................................................................................................................................................... Department: ........................................................... Mobile: .......................................... Email: ....................................................................... Training Manager: ............................................................................................................................................................................................. Department: ........................................................... Mobile: .......................................... Email: ...................................................................... Booking Contact: .............................................................................................................................................................................................. Department: ........................................................... Mobile: .......................................... Email: ...................................................................... A confirmation letter and invoice will be sent upon receipt of your registration. Please note that full payment must be received prior to the event. Only those delegates whose fees have been paid in full will be admitted to the event. You can pay by company cheques or bankers draft in Dirhams or US$. Please note that all US$ cheques and drafts should be drawn on a New York bank and an extra amount of US$ 6 per payment should be added to cover bank clearing charges. In any event payment must be received not later than 48 hours before the Event. Entry to the Event may be refused if payment in full is not received. Credit card payment If you would like to pay by credit card, please tick here and a member of our team will contact you to take the details Cancellation If you are unable to attend, a substitute delegate will be welcome in your place. Registrations cancelled more than 7 days before the Event are subject to a $200 administration charge. Registration fees for registrations cancelled 7 days or less before the Event must be paid in full. Substitutions are welcome at any time. Avoid Visa Delays - Book Now Delegates requiring visas should contact the hotel they wish to stay at directly, as soon as possible. Visas for non-GCC nationals may take several weeks to process. All registrations are subject to acceptance by IIR which will be confirmed to you in writing. Due to unforeseen circumstances, the programme may change and IIR reserves the right to alter the venue and/or speakers. Event Venue: The Address Hotel, Dubai Marina, Dubai, UAE Tel: +971 4 436 7777 Accommodation Details We highly recommend you secure your room reservation at the earliest to avoid last minute inconvenience. You can contact the IIR Hospitality Desk for assistance on: Tel: +971 4 407 2693 Fax: +971 4 407 2517 Email: hospitality@iirme.com © Copyright I.I.R. HOLDINGS B.V. ON/MB BU33 HR LR Name: ..............................................................................................................................................................................................................

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