Performance Planning
This workshop looks at ways to link individual development and performance goals to the needs of the organisation and interests of the person. For best results from performance, the organisation will already have a clear purpose (1 sentence long), goals and strategies, and a workforce development plan. If these don’t exist then performance is unable to align purposefully for the organisation, but can still be useful for individual development
Who will benefit from Performance Planning
Any organisation - and any member in any organisation - where performance planning does not already occur satisfactorily. Delegates will comprise managers and executives who directly supervise performance to be managed, and whoever will administer the planning program
Outcomes of Performance Planning
Delegates will gain:
- better understanding of limits and benefits of performance planning
- a way to link performance appraisals, reward systems and organisational goals
- a way to link member activity with changes in organisational direction
- a way to determine what will be appraised
- a way to guide development of skills
- a way to implement a workforce plans
Content of Performance Planning
- A performance plan - the purpose
- A performance plan - the ingredients
- Relationship to the workforce plan
- Relationship to organisation purpose and goals
- Individual member development preferences & interests
- Designing a performance plan - stake-holder interests
- Designing a performance plan - a system view
- Implementing a performance plan
- Monitoring planned performance
- Relationship to appraisals
- Relationship to rewards systems
- Assessing the effectiveness and efficiency of the enacted plan
Duration: 1 day
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