According to research in some countries, 48% of employees did not get a regular feedback about his performance, while 59% of employees surveyed no longer believe that management appreciate their work.

What cause this management disability to give necessary feedback to employees? And what cause employees not to trust their management regarding their performance?

One of the answer about this reality is because there is no performance management system that can measure employee productivity and performance.

One of the important issues in the world of Human Resources development nowadays, is this Performance Management System. This system not only works for creating a good reward system process for employees in the organization, but also works for accurately defining core competencies needed to be succeed in a certain position and mapped an objective career path system. It can also facilitate a fair employee evaluation based on a real and measurable capability.

OBJECTIVES

- To get acquainted with performance management concept.

- To understand why performance management is a must to be developed.

- To know how to develop a performance management by using real life examples from the organization’s itself.

- To understand how to arrange a performance management process and cycle, integrated with business processes and other Human Resources functions.

TRAINING PROGRAM GENERAL OVERVIEW

- Performance Management Model.

- Development of performance management.

- Interviews for performance management.

- Arrangement of performance management pattern.

- Performance management sharing: Process Result Presentation.

- Integrating Performance Management.

AUDIENCE

Top and Middle Management and Supervisors.

DURATION

Effective 16 hours.