PERFORMANCE, DEVELOPMENT AND REWARDS MANAGEMENT PROGRAMME
A 2 day intensive development programme that highlights the key elements of implementing
impactful performance, development and reward best practice.
PROGRAMME OVERVIEW
The strategic alignment and engagement of a workforce has become a key competitive challenge for
most organisations. This programme highlights what we have learned in terms of best practices and
approaches that ensure strategic intentions are delivered (performance management) and at least two
parts of engagement is satisfied (development and rewards management).
PROGRAMME OBJECTIVES
At the completion of the programme participants will have practiced and developed their capability
and confidence to manage individual and business performance in line with strategic intent via
impactive performance, development and differentiated rewards best practice.
SESSIONS INCLUDE
A variety of activities that design and deliver best practice performance, development and rewards
management.
1.Performance Management
A delivery mechanism for the strategic intent of a business.
2.Development Management
The continuous process of performance and capability assessment and development.
3.Rewards Management
Differentiated rewards in line with performance and potential.
4.Performance, Development and Rewards
Connections for meaningful outcomes.
5.Appetite and attitude
Key determinants of success.
6. Outcomes and links to other pieces of the “employer of choice” puzzle.
***Key action points and takeaways for both the organisation and the individual.***
LEARNING OUTCOMES
On completion of the programme participants will have;
Increased their knowledge, skills and confidence to execute international standard
performance, development and reward management.
Clarified Performance Management’s (PM) role in the delivery of strategic intentions and
plans.
Identified and practiced the key stages of best practice PM including KPI setting, what and
how achievement reviews and objective differentiated performance ratings.
Experienced the value of development reviews, how to conduct them and offer appropriate
learning post the review.
Examined and determined the most attractive “mix” of a fixed, variable and benefits rewards
approach to attract and retain best talent.
Clearly constructed a transfer of learning action plan that progresses their organization’s
performance, development and reward approaches to attract/retain talent and improve bottom
line deliverables.
NB. An interactive yet stretching programme that can be enjoyed by HR professionals and Business
leaders and managers alike.
SESSION CONTENT:
DAY 1:
SESSION 1
– STRATEGIC DELIVERY
– PERFORMANCE MANAGEMENT (FRONT TO BACK)
– CHALLENGES AND SOLUTIONS
– PM CONNECTIONS
SESSION 2
– DEVELOPMENT MANAGEMENT
– CONNECTIONS TO TM
– CONNECTIONS TO EMPLOYER OF CHOICE
– OPPORTUNITY FOR ALL
DAY 2:
SESSION 1
– REWARDS MANAGEMENT
– PAYING TO MARKET
– DIFFERENTIATION – THE “POT” APPROACH
– INITIATIVES TO IMPROVE
SESSION 2
– IMPACT ON EMPLOYER OF CHOICE
– IMPACT ON STAY/GO
– CHECKING IMPLEMENTATION – ENGAGEMENT
– TAKEAWAYS PERSONAL/ORGANISATIONAL
