February**Dynamic Incentive Plan Course Background: The following problems are often encountered in enterprise management: employees complain that they are not motivated and grown; Supervisors complain about the lack of effective management methods and tools; HR complains about high turnover and low productivity; The top management complained about the poor execution of employees, the inability to effectively implement the strategy, and so on.
There is a strategy but no execution, and victory is far away; There is execution but no strategy, and failure is imminent. Build a performance-oriented corporate culture, behavior mode and management system to effectively improve the productivity of employees and develop their capabilities. Through performance management, we can achieve business goals, coach and develop employees, and motivate employees to devote themselves wholeheartedly, so as to promote the sustainable development of the company.
Take performance management as a baton, implement the company's strategic goals, and create high corporate performance! Excellent performance management is a sharp sword of enterprise management!
In this course, teachers will use more than 20 years of management experience to help managers effectively use performance management and promote performance through concise classroom teaching, practical management concepts, and effective management tools.
Course Benefits:
Understand the importance of performance management as an important part of your company's business plan.
Build the confidence and ability to manage performance fairly, coordinated, and effective, and be able to distinguish between team members' performance.
Acquire the key skills needed to conduct performance management, including setting job KPIs, setting "smart" goals, diagnosing performance issues, giving coaching feedback, and performance reviews.
Master the various special situations of performance management, and build confidence and ability to deal with poor and low performance.
Equip yourself with the skills and tools to effectively manage your own performance and that of others, drive your own growth, and improve the performance of business unit functions and the organization as a whole.
Course Duration:2 days, 6 hours a day.
Course Audience:HR practitioners, business managers, and people managers who want to be them.
Course Method:On-site lectures, case sharing, role-playing, team co-creation, video learning, etc.
Course Structure:
Performance management is the achievement of organizational goals and the adoption of rules that are consistent with the organization's code of conduct. The process of performance management includes four stages: performance planning, performance implementation, performance evaluation and performance application.
Course outline
Lecture 1: Performance Management and Strategy Implementation
1. Why do performance management?
1.Why do employees work in a business?
2.What is Performance? What is Performance Management?
Panel Debate:Performance management is to fill in the useless vs performance management is a management weapon.
3.What can be improved in performance management.
4.The complete performance management cycle promotes the achievement of corporate strategy.
2. Introduction to the progress of performance management
1.Introduction to best practice company performance management methodologies (BSC, TOPK, OKR, MBO, etc.).
2.The Balanced Scorecard is a strategy execution tool.
Case Study:Construction of performance management system of a large real estate company.
3. Strategically oriented performance management to achieve the combination of individual and organizational goals
1.Alignment of individual, team, and organizational goals is key to performance management.
2.Performance appraisals focus on performance, competencies, and values.
3.A performance management cycle centered on achieving goals.
4.The benefits of performance management for all parties involved.
5.The main roles and responsibilities of each participant in performance management.
6.Annual performance management work schedule and key work results.
Management Tools:Performance management plan setting.
Lecture 2: Performance Planning and Communication
1. Performance objectives in management
1.Performance objectives are the process of communication between superiors and subordinates.
2.Performance goals are the basis for successful performance.
At the heart of the performance objective: Key Performance Indicators (KPIs).
1) A few concepts.
2) Principles, methods and tools for KPI setting.
Apply what you have learned:For the target position, select the job KPI indicator.
4.SMART principles for goal setting.
Practice:Write SMART goals.
Second, the main work steps of setting performance goals
1.Critical Success Factor (KSFS).
2.Key Performance Indicators (KPIS).
3.Targets
4.Goals
5.Goal-setting forms (based on the actual situation of the enterprise).
6.Communication on how to achieve consistent performance goals.
Practice:Write your own performance goals in the context of actual work.
Lecture 3: Performance Implementation and Execution
1. Effectively diagnose performance problems
1.Performance coaching process analysis.
Panel Discussion:Identify performance issues.
2. Ways to follow up on performance objectives and competencies
3. Continuous performance coaching and feedback
1.The meaning and principles of performance coaching.
2.The process of performance coaching.
3.Give performance feedback in your daily work.
Video Learning:The right performance coaching techniques.
Role-playing:Practical cases are rehearsed.
Lecture 4: Performance Evaluation and Feedback
1. The difference between performance management and performance evaluation
2. Performance evaluation
1.The significance of performance evaluation.
The main content of the performance evaluation
1) The main content of performance evaluation.
2) The scope of application of performance evaluation.
3) Performance level and number distribution.
4) The main working steps of performance evaluation.
5) Performance appraisal meeting.
6) Common misunderstandings in performance evaluation.
Performance feedback
1) Find out the performance problems of employees, analyze the causes, and jointly explore ways to solve the problems.
2) Examples of performance evaluations.
Role walkthrough:Annual performance appraisal interviews.
Video Learning:Dealing with difficult conversations in performance reviews.
4.Performance Improvement Program (PIP).
Management Manual:A handbook for performance interviews.
Case Study:How to give performance interviews fairly and equitably.
Lecture 5: Performance Motivation and Development
1.An effective way to guide employee behavior and serve the organization's goals.
Effectively motivate employees as a performance appraisal
1) Performance-based pay system.
2) Performance-based compensation incentive system.
3) The design basis of the performance-based compensation system.
3.As a basis for measuring the effectiveness of recruitment and selection.
4.As a basis for judging training development: training strategies and methods.
5.Provide the foundation for organizational talent management: talent inventory.
6.Design of a work system that gives performance.
7.Appraisal is linked to rewards and punishments and appointments.
Case Study:The application of Sina's performance results.
Lecture 6: Handling of Special Performance Situations
1. Handling of the situation
Performance management for probationary employees
1) Set performance goals for the probationary period.
2) Probationary period to regular evaluation.
2.Performance management after job changes.
3.Performance management of employees on extended vacations.
4.Performance management when an employee leaves the company.
2. Performance grievance management
1.Conditions for performance appeals.
2.Steps for Performance Appeal.
Case Study
Course summary and assessment
The above tools are adjusted appropriately for the specific situation of customers