This Course is Designed For:

 Corporate Managers;
 Executive Managers;
 Senior Managers;
 Middle Managers;
 Junior Managers;
 Human Resource Managers;
 Board of Directors;
 Entrepreneurs;
 Supervisors;
 Organisational Development Practitioners;
 Management Graduates;
 Management Lecturers;
 Individuals with a genuine interest in Issues associated with Individual Performance Management.

Duration: 5 Days

By the conclusion of the specified learning and development activities, delegates will be able to:
 Locate performance management in an appropriate context;
 Discuss the factors that are associated with poor performance;
 Exhibit their ability to take appropriate measures to improve individual and team performance;
 Establish and monitor targets;
 Determine the resources necessary to enhance individual and team performance;
 Determine the appropriate extrinsic reward that might contribute to improve performance;
 Develop a strategy manage poor performance.
 Locate performance appraisal within performance management structure;
 Determine the objectives of performance appraisal;
 Illustrate the organisational individual and subsystems benefits of performance appraisal;
 Explain at least three appraisals systems;
 Evaluate the effectiveness of individual appraisal systems;
 Conduct an appraisal interview;
 Implement a 360 degree appraisal programme;
 Customise, through a synthesis of existing systems, and an appropriate appraisal scheme that takes account of their unique cultural setting;
 Address some of the short coming s of traditional appraisal systems;
 Demonstrate their ability to avert the halo and thorny effects in appraisal;
 Define reward in an employee relation context;
 Suggest the importance of reward management in organisation;
 Explain the bases of reward management;
 Explain the reward model;
 Provide an appraisal of a specific remuneration system;
 Determine the factors that negatively or positively affect remuneration systems;
 Formulate and evaluate a recommended remuneration package;
 Understand and formulate pay or remuneration structures;
 Determine the criteria that are used to evaluate remuneration structure;
 Explain and evaluate the rationale for performance related pay.

We offer very attractive discount for groups of 3 and more people, from the same organisation, taking the same course. This discount is between ten percent (10%) and thirty three percent (33%), depending on the group size. Even with these discounts, we can also deliver courses for groups in the country of your choice.

Please feel welcome to contact me, at any time. My e-mail addresses are: fria@hrodc.com; and fria.hrodc@outlook.com
My Direct telephone number is +442071935906