Performance Management System Training in the Philippines

DESIGNING, DEVELOPING, IMPLEMENTING, AND EVALUATING A PERFORMANCE MANAGEMENT SYSTEM: A PERFORMANCE MANAGEMENT SYSTEM TRAINING IN THE PHILIPPINES

A Corporate EnterTrainment on Managing Performance

MODULE ONE: PLANNING THE PERFORMANCE MANAGEMENT SYSTEM

  • Gaining Key Champions’ Approval and Commitment

This module will emphasize that a well-designed Performance Management System will be rendered ineffective and futile if the top and senior managements will not support and commit to the system as it entails change management strategies that involve change in mentality as well

HIGHLIGHT/S:

Engaging the Senior and Top Managements

  • Building the Performance Management System Designing Team

This module will emphasize that the right people should design the Performance Management System project and that its members should represent all stakeholders, both internal and external.

HIGHLIGHT/S:

Determining the Members of the Performance Management System Design, Development, Implementation, and Evaluation

MODULE TWO: DESIGNING AND DEVELOPING THE PERFORMANCE MANAGEMENT SYSTEM

  • Review Organizational Goals and Objectives

The designers should orient themselves again on the company’s global and local vision, mission, and values and global and local strategies, tactics, and operations as the performance management system and corresponding scorecard should be based on organizational, divisional, departmental, and team expectations

HIGHLIGHTS:

Vision, Mission, and Value

Review of the current and next year/years’ strategic, tactical, and operational goals and objectives

  • Determine Key Result Areas (KRAs)

This module will guide the participants in determining the Key Result Areas under which the employees’ Key Performance Indicators and Metrics will be categorized in. These areas are based on the interpretation of the organizational vision, mission, values and strategic, tactical, and operational goals and objectives and their cascading into the managers and the company’s expectations of them.

HIGHLIGHTS:

Engaging all stakeholders in determining KRAs

KSAEMJ Method in aligning company expectations and a holistic learning and development geared toward meeting or exceeding KRAs

Output: Key Result Areas

  • Determine Key Performance Indicators (KPIs)

After the KRAs or the categories of the company’s (down to the division, department, team, and individual levels) success indexes are determined, this module will now guide the participants through the quantifiable measures that have to be met or better yet, exceeded under each classification. Carefully-chosen renowned tools in identifying KPIs will be employed in this part of the program.

HIGHLIGHTS:

  • Accomplishments VS Activities
  • Critical, Non-Critical, and Additional Performance Elements
  • Personal, Behavior, and Results-based Expectations
  • Use of a Competencies Model in Determining KPIs
    • Administrative Competencies
    • Leadership and Management Competencies
  • Job Analysis
    • Job Observational Study
    • End-user and Beneficiary Interview
    • Focus Group Discussion
  • Assigning Performance Measures for each KPI using:
    • S.M.A.R.T.E.R.
    • Management by Objectives
    • Quantitative Method (if applicable like for sales targets/quotas, attendance, punctuality, service standards)
    • Qualitative Method
    • 360-degree Method
  • Transferring KPIs and Metrics into a Scorecard using the Five-point Rating Scale
  • Integrating the Managerial Performance Scorecard into the Performance Management Cycle
    • Planning
    • Monitoring
    • Developing
    • Rating
    • Reviewing
    • Rewarding
    • Recognizing

Output: Key Performance Indicators and the Managerial Performance Scorecard or Performance Evaluation Form itself

MODULE THREE: IMPLEMENTING, MONITORING, AND EVALUATING THE PERFORMANCE MANAGEMENT SYSTEM

  • Getting the Senior and Top Management’s Approval, Support, and Commitment

The Performance Management System must be proposed to the senior/top management for critique, approval, support, and seamless implementation. This module will emphasize how the participants can get the much-needed support, both financial and non-financial, of the management locally and even at the headquarters.

HIGHLIGHTS:

Developing a Business Case

Presenting the Business Case

  • Cascading the System

This module will provide best practices or help the participants formulate strategies on how to cascade the new or improved Performance Management System to the beneficiaries especially to those who were not part of the design team and to communicate the system without oppositions or temporary oppositions.

HIGHLIGHTS:

Communication Strategy

Dealing with Oppositions

  • Pilot Testing, Monitoring, and Critiquing the System

As this is a project, this module will walk them through the process that has to be undergone once the performance scorecard and the entire system are designed. There has to be implementation, monitoring, and evaluating afterwards to test the effectiveness of the new or improvement Performance Management System, particularly the Performance Scorecard.

HIGHLIGHTS:

Delegating the Six As to the Project Members

  • Assignment
  • Authority
  • Accountability
  • Altitude
  • Allocation
  • Amount of Motivation/Inspiration

Gathering Feedback from the Beneficiaries and Other Stakeholders

Continuous Improvement

Phone: (02) 919-2734
Mobile: 0936 988 6199 (Globe) | 0933 232 6149 (Sun)
Unit A2 Blk 8 Lot 8 Buenmar Ave. Phase IV
Greenland Executive Village, Brgy San Juan, Cainta, Rizal