365-day Performance Management
Managing the performance of each employee with the performance management flow of the company
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Target :
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Front-line managers and line managers who need to improve executive capability on performance management
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Duration ：2 Days
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Level:
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Fee ：undetermined
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Public Seminars' Benefits：
As the line manager, do you have the following puzzles during performance management:
- The annual performance review consumes much time and energy. Talking about time-consumption, will the process that marking for employees twice a year and hosting conversation really bring more value?
- If goals for employees are too low, team cannot attain achievements; if goal are too high, employees won’t accept or their enthusiasm for execution decreases.
- How should you treat performance review and give the appropriate marks?
- In the review, when very different opinions exits in evaluation results, how should you deal with?
AMA (China)’s365-day Performance Management can wipe out line managers’ puzzles in implementing corporate performance management process and facilitate them to identify performance management’s value, establish personal performance goals, communicate and reach consensus on goals, evaluate and mark, as well as evaluate interviews. All these help organizations realize performance management on executive level and win high performance bottom-to-top.
How you will benefit：
- To set personal performance goals specific to action plan and measuring indicators for yourself of your employees
- To master the steps and key points for communicate with your employees on performance goals so that the employees can recognize the goals and make commitment
- To master the steps and principles of performance feedback and adjust performance deviations in time
- To master the scoring principles for assessment to assess each employee of the team according to the performance policy of the company
- To anticipate different opinions during performance interview to prepare for fact supports and communication plans to overcome challenging performance interview
What you will cover
Significance of performance management
- Challenges of performance management
- Roles of managers in performance management
- Value of performance management
Setting performance goals
- Benefits for setting performance goals
- Setting and communication of performance goals: T.A.S.C.
Task
Action
Support
Commitment
Routine performance management
- Purpose and contents of routine performance management
- Providing sustained performance feedback
How to give positive feedback (STAR Model)
How to give improving feedback (STAR Model)
Precautions for improving feedback
- Timing for the adjustment of performance goals
Performance assessment and interview
- Performance assessment scoring
- Preparations before performance interview
- Starting challenging performance interview
Analysis on different opinions during the interview
Processing flow for different opinions during the interview
- Setting employee development plan
Setting the priority of development zones
T.A.S.C. for setting development plans
* Sequenced by surname alphabetical order.
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Time
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Location
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Duration
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Fee
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On-line sign up
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There is no public semina information.
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More
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