Course Story: Employee Performance Management – Singapore November
Oftentimes, the Performance Management System is perceived as being the same thing as the employee appraisal system. While this is not an accurate interpretation, it nonetheless holds some employee-related value. It encompasses elements of strategy formulation and implementation, across the organization, all the way down to the individual level.
This is why we’ve designed our Employee Performance Management (EPM) training course to address concerns strictly related to the individual level, such as establishing performance criteria, setting up an evaluation cycle and creating an objective appraisal system.
Our management consultant, Raluca Vintila, has joined 17 members of Cambodia’s Legal Council Secretariat of Ministry of Economy and Finance, for the Employee Performance Management training course, in Singapore, between November 11th – 13th.
Course Journal
Day I
The training started after a short get-together moment, with a group exercise that would make everyone understand the role of the employee in the overall organizational picture. After that, we began incrementally narrowing down on this scope.
Afterwards, we focused on understanding the Individual Performance Management System Architecture, along with its corresponding tools and concepts. Given the public sector background of our attendees, we analyzed different employee performance management systems from other public sector organizations, such as those in South East Asia’s Singapore, Malaysia and the Philippines.
Day II
In order for participants to acquire a full understanding of what needs to be done, once they return to their organization, during the first half of the second day, we began working on the implementation project for an EPMS. Since we promote the evaluation of KPI results, competencies and behaviors – the second half was allocated to understanding the differences between these concepts and the tools that govern them.
Moreover, we practiced how to set up KPIs, and how to define competencies and behaviors in a coherent manner.
Day III
On our last day in Singapore, we reached the simulation stage, during which participants had to apply the best practices they had learnt thus far. They calculated results with different methodologies, and gained a more in-depth grasp over the differences & importance of elements (KPIs, competencies and behaviors), ending the official course day by simulating performance appraisals, with each attendee playing a different role.
The training session was finalized just like any other learning experience delivered by The KPI Institute, with a Learning Assessment Quiz.
Oftentimes, the employee performance evaluation is done just to comply with legal requirements. We believe that the Performance Management System should embed the employee appraisal component, in a manner that transforms the “just because it has to be done”, into “let’s make the most out of it”. In the end, it’s a matter of perspective and mindset.
