Managing Individual Performance

HRODC Postgraduate Training Institute
En Central London (Inglaterra), Athens, Greece (Grecia), Bahrain, Manama (Bahréin) y 15 sedes más
  • HRODC Postgraduate Training Institute

£ 5.000 - ($ 103.098)
IVA Exento

When I set ashore in Malaysia, I felt that it would be a very grotesque time, something not very so familiar. However, within a very short time, I realized that this is a very intriguing time, very rightful time. We had a moment of a very wonderful ...

LA OPINIÓN DE Laurent Kamaliza

Información importante


HR departments and executives know how important the role of individual performance is and how difficult it is to measure. This course in Individual Performance Management allows you to develop a strategy to manage poor performance and to build a team with strong results.

Ask for more information through Emagister and do not miss the chance to study with HRODC!

Información importante
¿Qué objetivos tiene esta formación?

By the conclusion of the established learning activities, delegates will be able to: locate performance management in an appropriate context, discuss the factors that are associated with poor performance, exhibit their ability to take appropriate measures to improve individual and team performance, establish and monitor targets, determine the resources necessary to enhance individual and team performance, determine the appropriate extrinsic reward that might contribute to improve performance, develop a strategy and manage poor performance.

¿Esta formación es para mí?

This course is designed for: corporate managers, executive directors, senior managers, middle managers, human resource managers, board of directors, supervisors, department heads, entrepreneurs, organisational development practitioners, management graduates, management lecturers, individuals with genuine interest with individual organisation management.

Requisitos: Degree or Work Experience


Dónde se enseña y en qué fechas

inicio Ubicación
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Athens, Greece
Sofias Avenue, 11528, Grecia Central y Evvoia, Grecia
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Bahrain, Manama
Salman Highway, Bahrain, Bahréin
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Bangkok, Thailand
South Sathon Road, 10120, Bangkok, Tailandia
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B5 4st Birmingham, B5 4ST, West Midlands, Inglaterra
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Brussels, Belgium
Rue du Fosse-Aux-Loups, 1000, Bélgica, Bélgica
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Central London
Carburton Street, W1W 5EE, London, Inglaterra
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Laurent Kamaliza
Lo mejor When I set ashore in Malaysia, I felt that it would be a very grotesque time, something not very so familiar. However, within a very short time, I realized that this is a very intriguing time, very rightful time. We had a moment of a very wonderful time, I acknowledged a lot form you. As it is true that it was only one week and as everything has a starting point so this was a starting point and I am still milestones away, and continuously I hope that you'll keep on working with me and I work with you. I relished your presentment of your company. Wish you all the best in your journey. Welcome to Tanzania and I hope to meet you soon.

A mejorar Nothing negative.

Curso realizado: Diciembre 2013 | ¿Recomendarías este centro?

¿Qué aprendés en este curso?

Corporate Strategy
Performance Management
HR Practices
Performance Appraisal
Effective Communication
IT Management
Performance evaluation
Reward Systems
Performance Monitoring’
Individual and Group Management
Staff Performance Appraisal
Operational Plans
Individual Performance
Individual Performance Management


Course Contents, Concepts and Issues:

Human Resource and Performance Management

  • Assessing the nature and causes of performance problems:
  • Managing Poor Performance
  • Managing Absence
  • Dealing with Harassment
  • The Effective Management of Retirement, Redundancy, Dismissal and Voluntary Turnover
  • Evaluating the Mechanisms Available for Preventing or Alleviating Poor Performance
  • Working from Corporate Mission and Strategy,
  • Performance Targets
  • Tactical Performance Targets
  • Operational Performance Targets
  • Linking Performance Management with Operational Processes and Systems
  • Initiate Appropriate Reward Systems
  • Individual Development Plans
  • Performance and Reward Cycle

Staff Performance Appraisal

  • Performance Appraisal: A Definition
  • Objectives of Performance Appraisal
  • Why Some Managers Are Afraid To Appraise
  • Performance and the Halo Effect
  • Performance Appraisal and the Thorny Effect
  • Organisational Benefits and Performance Appraisal
  • Individual Benefits of Performance Appraisal
  • Subsystem Benefits of Performance Appraisal
  • The Appraisal Cycle
  • Systematising Performance Appraisal
  • Some Problems with Performance Appraisal
  • Punitive Aspects of Performance
  • Appraisal
  • Some Popular Appraisal Systems
  • Graphic Rating Scales
  • Ranking
  • Paired Comparison
  • Self Appraisal
  • Critical Incident
  • Management By Objectives (MBO)
  • 360 Degree Feedback
  • The Appraisal Setting

Reward Management: Developing an Effective and Equitable Career Structure

  • Employee Reward: A Definition
  • Defining Reward Management
  • The Basis of Reward Management
  • Reward Management Strategies: Provide Support for Corporate Values
  • Reward Management Derived from Business Strategy and Goals
  • Reward Management and Its Links to Organizational Performance
  • Reward Management and the Driving Force for Individual Behaviour
  • Reward Management and Its Relationship to Leadership Styles
  • Reward Management and Competition
  • Reward Management and the Attraction to High Calibre Personnel
  • Encouraging Positive and Effective Organisational Culture
  • Culture and Organisational Values
  • Level and Type of Motivation Customer or Clients, Product or Service,
  • Degree of Learning That is Encouraged and General Identity
  • Remuneration Systems
  • Factors Affecting Remuneration Systems:
  • Government’ Reduced or Increased Spending
  • Increased or Decreased Labour Force
  • Availability
  • Increased Demand for Quality
  • Organisation’s Expansion, Contraction or Diversification Plans
  • Increased Competition
  • Remuneration Packages, Including Salary and Welfare Benefits And Payments
  • Pay or Remuneration Structures
  • Pay Structures, Purpose, Criteria and Types
  • Performance Related Pay (PRP)