The document outlines a course on performance management and performance appraisals led by Robert Mosley, a global remuneration expert, from April 27 to 30 and November 2 to 5, 2014, in Dubai. The course aims to enhance employee and organizational performance through effective performance management systems, objective setting, and appraisals, combined with practical exercises and case studies. Participants will receive a certificate upon successful completion and can register through the provided contact details.

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
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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. 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. 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. 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. • 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. 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
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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.
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If you would like to pay by credit card, please tick here and a
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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
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