Strategic Performance Management System (PMS) Public Program
Seminar TitleStrategic Performance Management System (PMS) Public Program
DateWednesday, 29-09-2010 until Thursday, 30-09-2010
08:00 - 16:00
VenueIbis Slipi Hotel
Jl. S. Parman Kav. 59
Jakarta,
FeeRp 3.250.000,-
Seminar/Conference DescriptionEmployee recruitment, selection and development practices supply the critical talents of the organization but the deployment and utilization of these varying expertise to attain high performance require a collaborative environment that must be orchestrated systematically by the managing officer. Self driven and highly innovative work behaviors are valuable constructive responses of employees that can be elicited enhanced and sustained through effective people management styles and a strategic human resource performance management system.
At the end of the program, we expect each participant will know better about the Performance Management System and linking to the company business development as part of the company wheel. The other advantage is to increase a role as strategic partner of the company. The participants is also expected to increase their competencies in dealing with Performance Planning, setting objectives, explaining impact of each individual to the company, Performance Coaching, doing the proper counseling and coaching to increase the employees motivation, expert in guiding the annual Performance Appraisals and Formulate the right and suitable Performance Reward.
Program Benefit
We have no doubt about the fact that Performance Management will be very beneficial for the business results overall, but equally for the Manager as well as for the Employee. Here we focus on how the Performance Management Process will help both in establishing an effective and satisfying professional relationship.
Managers as well as employees often tend to find the activities linked to performance management difficult or taking too much time.
This has mainly to do with the following reasons:
- They see it as an administrative thing they have to do (because HR asks it)
- They feel afraid of engaging themselves in the process
- Because it involves a lot of personal, emotional elements: giving feedback, assessing results, expressing your expectations, etc.. Are neither neutral nor objective.
- Because they don't know how. The lack of technique in feedback, listening, questioning etc.. Makes it very difficult.
We list here a number of positive consequences performance management has for both parties. You as HR professional can use these arguments to help management and employees to take commitment for their own performance management.
Who Should Attend?Human Resource, Human Capital and Line Staff/Supervisors/Managers who have been involved in Human Resource Development. Executives and managers of strategic business units, organization functions, and human resource development professionals and champions.
SpeakerPungki Purnadi
HR practitioner
Outline- Linking the business to the performance management system
- Performance Planning
- Cascading down process
Performance contract and setting objectives
- SMART
- Performance Coaching
- Motivation theories in the work place
- GROW model
- The impact of people management assumptions and preferences on performance.
Competency based performance development and enhancement program
- Using effective feedback in coaching performance.
- Performance Review
- Communicating and analyzing results of the performance review.
- A proper communication process in Performance Review
- Appraisal simulation
Performance Reward
- Creating innovative rewards to recognize high performance
- Jointly raising the bar for the next round of performance standards.
Contact PT. Asprinet (penyelenggara info seminar online)
Phone : Hunting 62-21 719 1612 ( 717 93759 & 719 5774 ) , Hunting 719 9555 ( 719 9545 & 718 3219 )
Fax : 62-21-719 9552
Email: info-seminar@cbn.net.id
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