bdfbfdbfdbffbdbdbfdbfdbfdbfdbfdb

1. BSP-Business Strategic Planning- Prepare Organizational, Departmental & Individual business Performance
Scorecard to achieve Productivity and Profit
TOPIC CONTENT SUB TOPIC
BUSINESS STRATEGIC
PLANNING
1. Formulation of the
mission, vision, and
values of the
Employers’
Organizations
2. Assessment of
Employers’
Organizations
organizational capacity
and identification of
Employers’
Organizations
members needs
3. Formulation of goals,
strategic objectives,
and action plans
1.1: Introduction to strategic planning
1.2: The Mission
1.3: The Vision
1.4: The values
1.5: Who should formulate the vision
and mission statements?
2.1: Inputs of preparatory work for the
strategic plan
2.2: Assessment through SWOT
analysis: Strengths and Weaknesses
2.3: Assessing the external
environment through PEST analysis
2.4: Situation analysis through the
Problem tree approach
3.1: Formulation of the goals
3.2: Formulation of strategic
objectives
3.3:Preparation of action plans

2. BPR-Business Process Re-Engineering- Evaluate the business current process & sub process to build establishes
process, sub process to achieve operational effectiveness with desired output by measurable activities
TOPIC CONTENT SUB TOPIC
BUSINESS STRATEGIC PLANNING 1. Formulation of the mission,
vision, and values of the
Employers’ Organizations
2. Evaluate the process
3. Measuring the
performance
1.1: Overview of Business Process Reengineering
(BPR), What is BPR, History of BPR.
1.2: Understand business strategy and customers
requirement
1.3: Establish process priorities – gaps,
inefficiencies, waste, automation potential
1.4: Design future process and structure
1.5: Derive workforce priorities – staff strength,
competencies, development roadmap
2.1: Evaluate the Current Process
2.2: Evaluate the Sub Process
3.1: Process Metrics
3.2: Linkage to stakeholders
3.3:Preparation of action plans

3. PMS- Performance Management System: Deploy practical and easy PMS to develop KRA- Key Result Area / KPI –
Key Performance Indicator for all roles aligned to organizational objectives.
TOPIC CONTENT SUB TOPIC
PERFORMANCE
MANAGEMENT
SYSTEM
1. Performance
Management
System
2. Conducting
effective
performance
appraisal meetings
3. Setting Objectives
4. Competency
Framework
1.1: What is performance management?
1.2: Benefits of PMS seeing it from the perspective of the organisation, line managers and
employees.
1.3: Measurable criteria, perspectives/ competencies and staff development.
1.4: PMS Cycle and stages. Ratings and evidence and how to evaluate objectively.
2.1: Planning and preparing for a performance appraisal meeting.
2.2: Structuring an effective appraisal meeting – agenda.
2.3: Conducting effective performance appraisal meetings.
2.4: Giving and receiving Feedback. Appraisal techniques - praising, criticising, questioning, listening
and summarising.
2.5: Appraising difficult employees. Dos and don’ts and common errors.
2.6:Monitoring and reviewing – the talent matrix. Identifying training and development needs and
writing IDPs.
3.1: Why set objectives – benefits.
3.2: Vision, mission, strategic objectives – cascading down to employees.
3.3: Determining the ‘content’ and ‘format’ of objectives
3.4: Setting individual SMART/ SMARTER objectives.
3.5: Key Performance Indicators and measuring KPIs.
3.6: Linking KPIs to Key Result Areas.
3.7: Achieving objectives through action plans.
4.1: The Behavioural Competency Framework and its application to performance enhancement
4.2: Measuring behavioural indicators and assigning proficiency levels
4.3: Assessing performance against job-related behavioural competencies.