Knowing how to objectively evaluate our employees’ performance is the key to obtaining their buy-in and ensuring we maintain a sustainable employee performance management system. Our Certified EPM course will clarify key, specific, detailed concepts and will provide practical tools and techniques for achieving just that.

During this 32-hour EPM learning experience, Teodora Gorski – management consultant at The KPI Institute, will offer our attendees exposure to best practices in the field of performance management and will teach them how to establish and use criteria for evaluating performance.

What will you learn

• Understand the fundamentals of the performance management framework;
• Learn how to track the employee performance during each phase of the performance management cycle;
• Apply key tools to measure employees’ results in a fair and objective manner;
• Learn how to conduct efficient performance appraisals;
• Gain knowledge of developing a Performance Management System business case.

What’s in it for you – Benefits

• Nurture core competencies in order to design, implement, monitor, evaluate and follow a performance management cycle in a successful manner;
• Improve the visibility and clarify accountability related to performance expectations;
• Implement the knowledge acquired during the training course, by accessing a set of performance management tools and relevant;
• Identify the necessary corporate competencies and skills gaps to generate sustainable growth.

Presenter profile

Teodora Gorski is the Managing Director MENA at The KPI Institute, as well as a Project Management expert with experience in Research, Organizational Development, and Human Resources. As a Managing Director, Teodora leads organizational development initiatives, to support and enhance the organization’s strategic plan and manages the development and growth of the MENA branch of The KPI Institute.

Some of Teodora`s most significant projects include designing and implementing various corporate expansion projects, implementing performance management systems, and business development strategies for the Middle East. She also has experience in working with organizational design when it comes to managing structural change and ensuring organizational capability.

Teodora has also been involved in determining companies’ needs for human capital development and building a company’s stock of HR to support organizational strategies.

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 11^th – 13^th.

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.

February 18^th, 2014, Melbourne, Australia – The KPI Institute, the global authority on Key Performance Indicators (KPIs) research and education, announces the launch of “Performance Management in 2013”, the second from a series of annual publications which provides an overview on the state of the discipline.

Performance Management is continuously growing in popularity and maturity, assessing the exact position and development of the discipline each year is essential. The report Performance Management in 2013 is the result of a qualitative research study conducted in the period of September 2013 – January 2014, by The KPI Institute. The research study used both primary and secondary sources.

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