Course Content
Managerial Insights: Sharing Real-World Experiences
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Managerial Insights: Sharing Real-World Experiences
Introduction to Performance Management
"Understanding Performance Management": Covers the purpose of performance management, key components, and the role of HR in fostering a culture of high performance.
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Introduction to Performance Management
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What is Performance Mangement
Supervision Skills- Managing Employee Performance
Performance supervision coupled with feedback administration are fundamental management tools which help the HR managers to evaluate and monitor levels of performance with an aim of directing performs towards achieving organizational goals. The systems of supervision monitor performance against measurable standards and allow managers to notice problems, to intervene, and to reward success. Where performance is measured consistently and systematically, the supervisor is in a good position to detect skill areas that need development and production points that may be slow.
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Performance Supervision and Feedback Systems: An Overview
Desirable Characteristics of Supervision Tools
Activity for Lesson 1 and 2: Assigned to the four trainees as a group activity
Enhancing Employee Experiences: Bridging Theory and Practice in Performance Management

Objectives for the Scenario Activity

  • Trainees will develop a practical understanding of performance
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  • management by applying goal-setting and feedback techniques through simulations.
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  • The activity aims to enhance teamwork, observational skills, and the ability to analyze workplace scenarios critically.
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  • Trainees will also improve in delivering and receiving constructive feedback and strengthen reflective skills through self and peer evaluations, setting actionable goals for future growth.
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Partnership working in a sharing context; Two individuals together in one team, and two others in the other team. Each of the first pair will work on a scenario using the teaching techniques Simulations and Scenario Based Learning in order making the teaching theory apply an example in simulated workplace practice. The second pair will just sit and watch the scenario and then debrief the first pair focusing on the realism and reality of the simulation and how that relates to the skills showcased. After the presentation, all the participants in the group will follow an evaluation session to highlight several learning points and gaps noted.

Scenario

Mid-sized InnovateCo technology company realized the necessity of changing performance management system’s efficiency and enrolling the employees’ attention. It was upon the HR team to devise methods and ways of supervising the employees’ performance and how to provide feedback to them in good time. interactive training approaches incorporating training scenarios that enable the employees to rehearse on design of performance indicators In line with Clark & Mayer (2016).

 

Challenge

InnovateCo faced several issues:

Lack of clarity on performance expectations was identified as an issue as it was obvious from the results, which were all over the place much of the time.

Co-feedback was not often or usually provided only when annual appraisals were conducted, and as such, any changes that could have been made were only made after a full year.

It soon became evident that many managers could not clearly know the specific measures of performance that can effectively promote team objectives and objectives within the organization.

Exercise Files
Peer and Self Evaluation Form.docx
Size: 11.91 KB
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