PERFORMANCE MANAGEMENT TOWARDS EMPLOYEE DEVELOPMENT ( 2 DAYS)
By Mr. Vigneswaran Applasamy - 23 & 24 October 2019, 9:00 am to 5:00 pm
Kuala Lumpur
(100% Claimable From HRDF/PSMB)
Introduction:

“In business, the idea of measuring what you are doing, picking the measurements that count like customer satisfaction and performance… you thrive on that.” – Bill Gates

“A manager is responsible for the application and performance of knowledge.” – Peter Drucker

In today’s competitive market, it is absolutely essential to systematically manage the performance of employees to make them as motivated and productive as possible. It is well known that motivated staff not only work harder and longer, but are also much more likely to innovate and bring new ideas.

Performance Management is making sure the employee and the organization are focused on improving production and reducing waste. It helps the employee or individual set and meet their goals and improves the employee manager relationship. This is key in keeping an organization and employee aligned, which improves performance and productivity, is Performance Management.

In this course, delegates learn how to perform the role of an appraiser or a coach who needs to interact with employees, co-workers, team member or others to provide feedback to them. This role can be assigned to anyone including team leaders, managers, supervisors, colleagues or ever staff from other departments. Whatever the role of an appraiser, this course prepares them to provide continuous and periodic feedback to appraisees.

Why this Workshop if Key to your Employee’s and Organizational Growth?:
  1. Research firm i4cp in their 2013 report, “2013 Keys to Performance Management”, only 55 percent of respondents stated existing performance development processes had a positive impact on their organizations. What’s worse is only 28 percent believed their organizations were actually effective at performance management itself.
  2. Society for Human Resource Management (SHRM) in their 2014 report, “HR Professionals’ Perceptions About Performance Management Effectiveness”, More than one-half (53 percent) gave their organizations a grade between C+ to B, another one-fifths (21 percent) chose a C, and only 2 percent gave an A in performance management to their organizations.
What is Performance Management?:
  1. Performance management isn’t a score. It’s a frequent, ongoing coaching conversation.
  2. Performance management isn’t an annual meeting. It’s a development opportunity that occurs as necessary.
  3. Performance management isn’t bound by technology. It’s a behavioural attribute that puts the employee at the centre of his or her growth.
  4. Performance management isn’t to punish. It’s an opportunity to overcome an employee’s perceived weakness.
  5. Performance management isn’t managing performance. It’s the leader’s responsibility to help build up and then release the enhanced performance of an employee.
Key Benefits:
  1. Hold appraisal meetings and manage the performance of employees and coach them according to their needs
  2. Setup an appropriate performance management system based on modern principles and methodologies
  3. Set efficient objectives that lead to productivity and follow guidelines on how to continuously manage performance
  4. Use appropriate reward and ranking systems that increase appraisees’ motivation and guide them towards the right direction
  5. Use the GROW model to coach, question and guide a coachee
  6. Motivate individuals, reduce apathy and increase their confidence in themselves to achieve more than ever before
  7. Deliver your potentially negative message and get a good response
  8. Use an effective technique to reinforce the behaviour of others in the direction of your choice
  9. Apply a powerful method that lets people to discover other people’s true opinion about themselves
Who Should Attend:
  • Managers
  • Office Managers
  • Assistant Managers
  • Supervisors
  • Team leaders
  • Engineers & Senior Engineers
Methodology

LECTURE; BUSINESS GAMES; INDIVIDUAL & GROUP ACTIVITIES; FEEDBACK SESSION; ROLE PLAYS; DEMONSTRATION.

Highly interactive with active participant engagement throughout the workshop with a 20/80 approach; 20% lecture, 80% practical accompanied by an individually customized training manual.

Duration

14 Hours, 2 Days.

Course Outlines :-
  1. PERFORMANCE REVIEW SYSTEM
    • What Is Performance Management?
    • The Process
    • Current vs Traditional Methods
    • Appraisal Meetings
    • Who Should Carry Them Out?
    • Performance Management Setup
  2. SET OBJECTIVES & MONITOR PERFORMANCE
    • Part 1: Setting Objectives & Goals
    • Benefits of Having Objectives
    • Hard Versus Soft Objective
    • Characteristic of Ideal Objectives
    • KRA and KPI
    • KRA and KPI Examples
    • Part 2: Continuously Manage Performance
  3. APPRAISAL MEETING
    • Part 3: Hold an Appraisal Meeting
    • Preparation
    • Reviewer Preparation
    • Reviewee Preparation
    • Meeting
    • Meeting Quality
  4. RANKS & REWARDS
    • Part 4: Ranks & Rewards
    • Score against Co-Workers
    • Rank against Co-Workers
    • Reward Systems
    • Issues with Ranking Systems
  5. HOW TO COACH
    • How to Sequence Your Coaching: The Grow Model
    • The Inner Game
    • Principles of Learning
    • Goals
      • Asking The Right Questions
      • Asking The Wrong Questions
    • Reality
      • Asking The Right Questions
      • Asking The Wrong Questions
    • Options/Obstacles
      • Asking The Right Questions
      • Asking The Wrong Questions
    • What/Way Forward
      • Asking The Right Questions
      • Asking The Wrong Questions
    • Exercise
  6. HOW TO MOTIVATE
    • State of Flow
    • Apathy
    • Self-Efficacy
    • Effect of Self-Efficacy on Behaviour
    • Optimal Level of Self-Efficacy
    • Views and Thought Patterns
    • How to Change Self-Efficacy
  7. HOW TO GIVE FEEDBACK
    • Feedback Types
    • Feedback Statements (Exercise)
    • 4-Step Feedback
  8. HOW TO ENCOURAGE
    • Why Don’t We Praise
    • 5-Step Praise
  9. KNOW YOURSELF, KNOW OTHERS
    • Introduction
    • Johari Window
      • Johari Adjectives (Exercise)
      • Johari Grid (Exercise)
Your Trainer

Mr. Vigneswaran Applasamy has been involved in lecturing, research, management, sales and training for more than 14 years in the field of Electrical Engineering, Manufacturing sector, Higher Education, Sales and Marketing. He is a Certified HRDF Trainer. In addition, he has been accredited by Harisson Assessment in Employee Development, completed Emotional Energy Management Trainer Course and attended Gamification and Behavioural Design workshop by Yu-kai Chou.
Vigneswaran holds a Masters in Electrical Engineering from Universiti Teknologi Malaysia and is a registered member of Board of Engineers Malaysia (BEM).

His professional career begun in Singapore as a Sales Engineer and later ventured into the Higher Education sector in Malaysia. He has served as a Vice Principal of a college and moved on to lecture and undertake research in a leading private University where he was noted for his publications in the International IEEE Conferences of Power & Energy and Business, Engineering & Industrial Applications. His articles since have been cited 9 times by other international authors in their respective publications. This was also the period where he ventured into corporate training as an Associate Trainer for Topesh Consultancy and Training Services PLT beginning 2011. He has since worked with a few other training providers.

He has used his industrial and training expertise to develop soft skills programmes with a 20/80 approach; 20% lecture, 80% practical accompanied by a training manual individually customized for each programme. Each sub-section of a programme is incorporated with as many exercises or activity to enhance the practical understanding of participants.

He has since developed over 30 training programmes in the area of Soft-Skills. He’s participants include those from Global Enterprise International Malaysia (A Member of Singtel Group), Galeri Petronas, Petron Malaysia Refining & Marketing Bhd, Sarawak SEDC, UMW Holdings Bhd, Bintulu Development Authority, KPJ Healthcare, Coway (M) Sdn Bhd, Lim Kok Wing University, Maxis Customer Service Sdn Bhd, Bursa Malaysia Berhad, Honda Malaysia, Pos Malaysia Berhad, Maybank Berhad, UEM Group Berhad, UEM Sunrise Berhad to name a few.

His pragmatic approach have been well received by various segments of people, owing to his wide exposure to various industries over the years. He is well known for his highly charged, energetic yet humorous training sessions where he never fails to continuously engage with participants throughout.

Course Fee
(Course fee is inclusive of 2 tea breaks, lunch, course material,Certificate of Attendance)
1 person ~ RM 1378 / pax
2 persons or more ~ RM 1272 / pax
(Course fee is inclusive of 2 tea breaks, lunch, course material, Certificate of Attendance and 6 % Service Tax )
Terms & Conditions:
1. Registration & Fees Policy
Registration is confirmed once registration form is received via fax/email/mail. All Payments/Undertaking Letters/Local Order (LO)/Letter of Approval must be made available and presented prior to the course.
2. Cancellation Policy
Any cancellation must be received in writing within 5 working days prior to the event else 30% payment will be imposed. Any no-show by registered delegates will be liable for full payment of the program fees.
3. Disclaimer & Program Changes Policy
Scientia Training Sdn Bhd reserves the right to amend or cancel the event due to circumstances beyond its control. We reserved the right to modify the advertised topics or course timing whenever necessary.
Registration:
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