Maximise the performance and potential of your talent to accelerate your business.
Performance Management for the New World of Work
Learn how to improve performance management at your organisation by leveraging the latest innovations and bold new thinking from HCI and leading case companies.
Traditional performance management is out-of-sync with today’s service and knowledge economy. Based on numeric measures of worker outputs from the 1800s, the antiquated system of numerical ratings and annual reviews is widely deemed a major waste of time and money. In fact, only 8% of enterprise companies believe traditional performance management drives business value.
The new world of work demands a new paradigm for measuring and managing performance. There is no one-size-fits-all model for effective performance management, so HCI has identified the five key elements of performance management innovation that clearly and compellingly differentiate it from traditional models.
This course will help you identify where your organisation currently stands in terms of performance management innovation, learn the characteristics of a dynamic and more agile approach, and give you the expertise you need to apply what you’ve learned in your own organisation.
PMI provides a framework for HR practitioners to make bold improvements to their performance management processes. You’ll become familiar with the five key elements of performance management innovation and learn strategies for adapting each element into your own organisation. During the course, you’ll explore these key elements and leave with answers to the following questions, and more:
COACHING FOR PERFORMANCE
Opportunities for training and learning are often viewed as “remedial” efforts. How can you take an active role in the growth and development of your employees in a way that heightens future performance?
Research has shown that employees who score highest in traditional ratings systems are not necessarily the highest performers. What should you do differently to become more growth-focused?
REWARDS AND RECOGNITION
Performance management is critical to rewarding and recognising employees for their contributions. How can this be achieved effectively in the absence of the traditional review model? How do we determine the value of an employee in an innovative, agile work environment?
The annual performance review is severely limiting when it comes to achieving goals. How can your organisation set goals that align with the needs of the employee, the team and the organisation’s overall strategy?
It is becoming increasingly ineffective to inform employees of their performance weeks or months after a task has been completed. How can you prioritise recurring conversations with employees that enhance transparency and facilitate collaboration?
All HCI courses are built on a foundation of:
■ Substantive and contemporary content, consistent with business school standards;
■ Practical and actionable concepts, presented in case format;
■ Active involvement, engagement and participation;
■ Real-world practices, that require application of the material;
■ Use of best media and methods across learning styles;
■ Highest quality instructors in both subject matter and pedagogy; and
■ An objective emphasis on measurably improving business performance.
■ Optimised blended learning environment;
■ Grounded in original research;
■ Designed and taught by senior academics and executives;
■ Highly interactive, case-based and collaborative;
■ Continually updated with new content, tools and information;
■ Practical, effective and focused on measurable business results; and
■ Supported by deep informal learning resources.
17 – 18 Jul | Kuala Lumpur, Malaysia
Maximise the performance and potential of your talent to accelerate your business.
Introduction (Agenda; Introduction).
Module 1 – The New World of Work and its Impact on Talent Management (The New World of Work and its impact on Talent Management; Identify Characteristics of Agile Organisations).
Module 2 – Examining the Current State of Performance Management (Define Performance Management; Review the Traditional Performance Management Model; Examine the Challenges and Problems with Traditional Performance Management; Activity: The Performance Management Debate).
Module 3 – Can Ratings and Rankings Be Effective? (HCI Point of View: Ratings and Rankings Systems vs Conventional Wisdom; Neuroscience & Leadership: How the Brain Responds to Ratings and Rankings; The SCARF model; Activity : SCARF Triggers; Activity : Microsoft Case Study).
Module 4 – Innovating Performance Management (The Business Case for Innovation and Improvement;
The Solution is Innovating Performance Management; Activity: Deloitte Case Study).
Module 5 – HCI Performance Management Innovation Model (Activity: Where Are You on the Performance Management Scale?; Introduce the HCI Performance Management Innovation Model; Define the Six Areas of the Performance Management Innovation Model; Adobe Kills the Performance Review: Adobe’s Check-In Performance Framework Case Study).
Module 6 – Strengths-based Development (HCI Point of View: Define Strengths-based Development; Why Strengths-based Development Works for Growth and Development; Activity: Cardinal Health Case Study; Activity: Individual Action Planner).
Module 7 – Agile Goal Setting (HCI Point of View: Define Agile Goal Setting; Check-in: Setting Expectations and Aligning to Agile Goals; The Basic Construct and Benefits of OKRs; Activity: Google OKR Case Study; The Case for Stretch Goals; Activity: Individual Action Planner).
Conclusion (Review of Day One; Question/Answer; Tomorrow’s agenda).
Introduction (Agenda; Recap of Day 1).
Module 1 – Effective Continuous Feedback (HCI Point of View: The Power of Effective Continuous Feedback Delivery; Adobe’s Culture of Giving and Receiving Feedback; The SAID model; Feedback as Part of the Flexible Performance Management Process; Creating a Culture of Feedback; Activity: Individual Action Planner).
Module 2 – Coaching for Performance (HCI Point of View: Coaching in an Agile Environment; The Case for Coaching; Designing and Building a Coaching Culture; Outcomes of a Coaching Culture; Activity: Nike Case Study; Activity: Individual Action Planner).
Module 3 – Rewards and Compensation (HCI Point of View: Rewards and Compensation; Shifting the Compensation Discussion; Activity: The Compensation Debate; Activity: Individual Action Planner).
Module 4 – Social Recognition (HCI Point of View: Social Recognition; The Relationship between Recognition, Employee Engagement and High Performance; Activity: Macy’s Case Study; Activity: Individual Action Planner).
Module 5 – Managing the Case for Change ( The Psychology of Change; Review Best Practices; Introduce the Change Management Model; Activity: Nielsen Case Study; Important Roles for Effective Change Management; How to Create a Compelling Case for Change; Activity: Individual Action Planner).
Module 6 – Putting It All Together (Activity: Individual Action Planner; Debrief. Conclusion Final Q&A).
Conclusion (Final Q&A).
About (This certification-led programme is by the Human Capital Institute (HCI). The Human Capital Institute provides solutions that advance the practice of human capital and strategic talent management. A global clearinghouse and catalyst for new ideas and next practices HCI is a resource for the most progressive organisations and executives in the world).
Audience Profile(195, 000 HCI members worldwide; 18 % in emerging markets; 96 % of the Fortune 500; 77 % of the Inc 500; 52,000 mid-sized firms; 726 colleges & universities; all major federal agencies and all branches of the military).
Online Talent Communities (world’s largest aggregator of open source news, information and research at the intersection of human capital and business strategy; access to over 100, 000 articles, white papers and case studies; digital library of over 1,800 webcasts, podcasts and videos; daily feed of over 200 expert blogs).
HCI Alumni (Since 2005, more than 20,000 progressive talent leaders have taken an HCI education course. As a participant, you will receive complimentary Community Membership with HCI.)
Who Should Attend
Relevant to professionals looking for a way to get started with and/or effectively leverage the impact of a new model for performance management in their organisation.
Some of the roles that will benefit from the PMI designation are :
– HR Business Partner;
– VP/Director/Manager, HR;
– VP/Director/Manager, Learning;
– VP/Director/Manager, Compensation;
– VP/Director/Manager, Organisational Development;
– VP/Director/Manager, Talent Management.
Exam Format (multiple choice exam; can be taken any time after attending the course (does not expire); exam consists of between 40-60 questions depending on which course is taken; pass score of 75%).
Exam Conditions (Please note that you can re-take the exam by clicking on the exam link provided. There is no re-set once the examination is open to be taken. You are, however, not allowed to stop and start ie once you begin the exam, you must complete it in entirety once you have entered. There are no limits on the number of re-takes you can do).
Certification (In order to receive your certification you must pass a test receiving a score of 75% or higher).
Recertification (each certification is valid for 3 year period; renewal is based on continuing education credits that demonstrate currency in the field; credits may be earned by attending HCI learning events, completing additional courses or through outside educational activities; the accumulation of 60 credits extends the certification for three additional years. For the Strategic Workforce Planning (SWP) course only, you may attend an SWP Alumni Workshop and pass the exam in the last year of certification to recertify your SWP.
Once you register for a course, you will be signed up as a member on the HCI portal. You can refer to the “Education” tab of your online profile and download HCI’s Recertification Tracker which outlines the requirements for recertification credits.
Credits :(1) This programme has been approved for 9.75 General recertification credit hours towards aPHR®, PHR®, PHRca®, SPHR®, GPHR®, PHRI® and SPHRI® recertification through the HR Certification Institute; (2) SHRM has pre-approved this certification for 9.75 Professional Development Credits (PDCs) toward SHRM-CP℠ or SHRM-SCP℠ Certifications. The Human Capital Institute is recognised by SHRM to offer Professional Development Credits (PDCs) for courses named above.
A meal and light refreshments will be provided at this course.
This price is inclusive of the cost of taking the exam.
Training Grants – applicable to courses in Malaysia
Vertical Distinct Sdn Bhd is a PSMB (Pembangunan Sumber Manusia Berhad) Approved Training Provider and the courses offered in Malaysia are HRDF (Human Resource Development Fund) claimable. For guidelines and details on how to submit your application or claims to the HRDF, please visit HRDF.
1. Terms and conditions apply. Please visit Vertical Distinct for the full terms.
2. This course is brought to you in partnership with the Human Capital Institute and Ron Thomas.
3. Working in a group image courtesy Karolina of kaboompics.com