Performance Management & Monitoring

WHY DO WE NEED TO MANAGE & MONITOR SUBORDINATES?

“Why don’t employees perform in what they are supposed to do?” Don’t feel bad if you don’t have a good answer. Simply, how do you get your subordinates to do what you want? Is it merely Motivation? Communication? Setting Targets? Monitoring? Or nipping their “bad” performance behaviours before their actions escalate to Misconducts or till no performances?

With current economic and ever involving especially modulising company operations, such as Industry 4.0, to improve the way we run businesses effectively and efficiently to be more competitively profitable. This training addresses the negative view of Performance-based Management, and to provide useful practical steps, charts & methods to improve work performances in your organization.

The Performance Monitoring Program (PMP) is a tool designed to help you set up and manage the process of monitoring, analyzing, evaluating and reporting progress toward achieving your objectives. Performance Monitoring Program enabling operating units to collect comparable data over time.

• To effect the catalytic changes for that performances that met expectations, if not exceed expectations
• To spot and kill “bad attitude” virus / hindrances to performances
• To improve work performance using effective preventive management methods.
• To fine-tune your people management skills on work performances

CHALLENGES & TRENDS

Discussions: Your Challenges & Concerns in Managing & Monitoring your Subordinates

THE UMBRELLA OF PERFORMANCEBASED MANAGEMENT

• Performance-based - Organisation & Job
• Job - KRAs, KPAs & KPIs [Expectations]
• Experiential: Performance Results / Outputs
• Performance Management Cycle
• Elements in Individual Performances
• Manage - Monitor - Appraise

MANAGING & MONITORING EXPECTATIONS

• What are Expectations
• Experiential: Expectations Hidden Behind Words
• Experiential: Your Work Expectations Profile
• Align Expectations for Results
• „Y Manage Expectations:
  • Manage Expectations or Expect to be Managed by Customers
  • A.S.A.P.
  • 4 Principles for High Stakes Projects
  • S-M-I Technique
  • 7 Techniques to Manage Expectations
• Expectations' Effects
• Setting Standards & Expectations
• Experiential: Establishing your Criteria for Performance Managing & Monitoring success

PERFORMANCE MONITORING

• Experiential: Off-the-Chart Results Assessment
• Monitoring Performances
• Performance Monitoring Program
• Contents of Performance Monitoring Program
• Experiential: Performance Monitoring Program
• Experiential: Factors affecting Performances in your department / division / section / team
• Experiential: List out current projects & their current status
• Experiential: Categorise these Hindrances based on Cause & Effect methodology
• Experiential: Strategies to eliminate or minimize Hindrances to Work Performances

EXERCISES: FEEDBACK TABLES & GRAPHS

Working in Groups to identify various charts (work-in-progress & hindrances) to monitor performances regularly

SUMMARY / CONCLUSION

• Performance Appraisal and Management
• How to Fit Competency-Based Model into Your Organization
• People Management Skills
• Effective Process & Methodology in Managing Misconduct
• Talent Management
• More other Human Resource Management Training Courses