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.

Our last project back in 2019 was absolutely astonishing – it united no less than the forces of 3 facilitators and 110 participants, in Phnom Penh, Cambodia.

The KPI Institute proudly supports Cambodia’s Ministry of Economy and Finance (MEF) in streamlining its organizational processes, pertaining to performance measurement and management, by nurturing a performance-oriented mindset.

This was our third project with MEF; our Cambodia learning journey started with a Performance Management training course and it continued with an emphasis on individuals, through our Employee Performance Management training session.

Monitoring and evaluating performance results in the public sector is always particularly challenging, due to its stakeholders’ complex configuration. We trained MEF staff members in the use of Key Performance Indicators and Performance Management best practices for 2 days. Play at IGT Casinos and enjoy their diverse collection of games known for their entertaining gameplay, innovative features, and impressive rewards.

Course Journal

Day I

On the first day, we mostly dedicated our time to creating a common learning foundation, by understanding the Performance Measurement Framework components and tools, differentiating between performance measurement and management concepts, and applying KPI selection principles.

Ultimately, we addressed the Performance Management System Activation process, as it is not enough to have a super-design unless it is activated.

Day II

On the second day, more practical knowledge was acquired, as we started working with data analysis techniques, in order to enable a decision-making process based on performance data.

Therefore, all the participants were engaged in different exercises for KPI analysis and renewal, as well as modelling and developing a portfolio of initiatives.

The KPI Institute, in partnership with Transjordan for Consulting & HR Development, organized the Certified Balanced Scorecard Management System Professional training course, between the 12^th and 14^th of November, 2019, in Amman, Jordan with participants from the Bank of Jordan and Joramco.

Course Journal

Day 1 was dedicated to creating a common understanding of the Balanced Scorecard Framework as a whole, having initiated discussions about the first steps to be taken when implementing a BSC System: organizational assessment and organizational strategy formulation. The participants in Amman were new to the Performance Management System Audit, which is why we focused on understanding its components and methodology.

Day 2 in Amman addressed the part of the BSC implementation and alignment process across all organizational levels, to ensure its complete coverage. Given that the participants had a penchant for HR-related aspects, in conjunction with the BSC, a new element was introduced, namely cascading matters to the individual level. Since organizations are made out of the sum of their people, the system will ultimately reach the employee level.

Day 3 in Amman assembled all the pieces together and focused on the ongoing process of the BSC system, after its design and activation. It included topics related to the BSC System recalibration and performance culture.

Generally, these articles about course stories only illustrate the dynamics between participants, however this time, we’re sharing some of Raluca’s reflections, after the Certified Balanced Scorecard Management System Professional training course.

November was a busy month for Raluca. She views the management consultant as a key individual that doesn’t only share his knowledge with others, but also uplifts personal learning, through constant exposure to the relevant professional experience and background of the organizations and practitioners encountered beforehand. Therefore, busy months can be seen as personal learning opportunities. For Raluca, there were 2 such opportunities:

• Change Management: When focusing too much on the process, you might miss the context. The BSC System implies a lot of activities in a wide time frame (imagine the project plan – approximately 1 year), engages many subprocesses (data collection, data reporting, etc.), which is why the system’s technicalities need to be balanced well by actively managing contexts/environments.

As it title implies, change within an organization must be addressed in a structured manner. Why? Because you want to ensure an appropriate and healthy organizational context, so that your BSC System survives, whilst acquiring employees and leadership buy-in that is united in its purpose, not frustrated because of the process.

• Timing: A step-by-step approach in implementing the BSC System gives the organization time to digest change. Each deployment stage’s timing has to be carefully envisioned.

If you find yourself in the middle of a large organizational restructuring process, make sure you allocate more time for BSC implementation, as a lot of recalibration will have to occur. Changing a department’s structure, activities or roles, merging or separating it will need to be well-translated in the performance system. Stay mindful and acknowledge the dynamics of the moment.

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.

While this year is coming to a close for most companies, The KPI Institute is already preparing for what’s to come in the next one. 2019 was a very successful year for us, with numerous accomplishments, outstanding achievements, several new partnerships and an abundance of satisfied clients.

As we’ve stated many times in the past, our mission is to be a partner to all those companies & individuals in need of guidance. For the past 15 years, The KPI Institute has been making a difference in developing best practices in the field of performance management and sustaining the rapid growth of hundreds of institutional and corporate clients.

2020 will be no different – our mission, vision, and values will remain the same – help improve businesses around the globe, in order for them to reach their desired level of expectations.

As a result, we’ve already prepared next year’s certification calendar in full, so that you may plan ahead accordingly.

CERTIFIED KPI PROFESSIONAL AND PRACTITIONER

This certification program is meant to improve your practical skills in working with KPIs and developing instruments like scorecards & dashboards. Participants will acquire a sound understanding of measuring KPIs, starting from the moment they are selected, until results are collected in performance reports.

Learn more about our C-KPIPP course here.

CERTIFIED OKR PROFESSIONAL

This three-day certification course teaches participants how to set and work with OKRs, and offers them the opportunity to get certified on their ability to deploy and use OKRs in accordance with The KPI Institute’s standards, developed through extensive research and practical knowledge in the field of Performance Management and Objective Setting.

Learn more about our C-OKR course here.

CERTIFIED STRATEGY AND BUSINESS PLANNING PROFESSIONAL

This certification course will help improve your business’s planning process and long-term organizational performance, through the use of strategic planning tools that will ultimately lead to smarter and quicker strategic decisions.

Learn more about our C-SBP course here.

CERTIFIED AGILE STRATEGY EXECUTION PROFESSIONAL

The Certified Agile Strategy Execution Professional course reflects on the best methodologies to leverage the benefits of deploying an integrated strategy and performance management framework, within organizational settings.

CERTIFIED PERFORMANCE MANAGEMENT PROFESSIONAL

This certification course offers insights and best practices for improving the overall level of performance in different scenarios, from data analysis and reporting, decision-making, and initiative management, to building a comprehensive performance culture.

Learn more about our C-PM course here.

CERTIFIED EMPLOYEE PERFORMANCE MANAGEMENT PROFESSIONAL

Attendees will gain exposure to best practices and key concepts, learning how to establish and use objective criteria for performance evaluations, from the implementation, to the improvement and maintenance of the company’s employee performance management system.

Learn more about our C-EPM course here.

CERTIFIED BALANCED SCORECARD MANAGEMENT SYSTEM PROFESSIONAL

This certification course focuses on delivering all the information needed to fully comprehend the value & benefits of the Balanced Scorecard, as well as developing the necessary skills for its successful implementation in any company.

Learn more about our C-BSC course here.

CERTIFIED DATA ANALYSIS PROFESSIONAL

Attendants will understand through practical learning how to effectively collect, analyze and interpret data, by enabling managers & analysts to draw insights, from both quantitative and qualitative data, based on historical statistics and trend analysis.

Learn more about our C-DA course here.

CERTIFIED DATA VISUALIZATION PROFESSIONAL

This certification course represents an exclusive framework that provides insights on effective visual communication. This is done through a rigorous approach to creating visual representations of vast amounts of information, by way of using several standardization techniques and tailored data visualization tools.

Learn more about our C-DV course here.

CERTIFIED BENCHMARKING PROFESSIONAL

Benchmarking’s methodological uniqueness lies in the identification & analysis of the processes that lead to a superior company performance level, offering the opportunity to compare an organization’s performance against industry competitors.

Learn more about our C-B course here.

CERTIFIED SUPPLIER PERFORMANCE PROFESSIONAL

This certification course will develop participants’ skills in managing supplier performance and developing a strategic approach to procurement, by enabling the identification of performance gaps and implementing action agreements with suppliers.

Learn more about our C-SP course here.

CERTIFIED CUSTOMER SERVICE PERFORMANCE PROFESSIONAL

During this certification course, participants will not only understand the importance of and implementation phases for the Customer Service Excellence Standards, but they will be given the necessary tools to implement them internally and measure their impact externally.

Learn more about our C-CSP course here.

CERTIFIED PERSONAL PERFORMANCE PROFESSIONAL

This two-day interactive certification program will help you understand personal performance, by explaining the benefits and clarifying the process of measuring it. It focuses on identifying ways to boost your performance outside working hours.

Learn more about our C-PP course here.

CERTIFIED PERFORMANCE AUDIT PROFESSIONAL AND PRACTITIONER

This educational certification program presents a rigorous approach to diagnosing & auditing the maturity of a company’s performance architecture for 5 capabilities: strategic planning, performance measurement, performance management, performance culture, and employee performance management.

Learn more about our C-PAPP course here.

CERTIFIED INNOVATION PERFORMANCE PROFESSIONAL

This certification course provides an interactive practice-based learning environment, focused on best practices for developing and maintaining an innovation-oriented organizational culture, within organizations.

Learn more about our C-IP course here.

Between the 26^th – 28^th of November, 2019, The KPI Institute, in partnership with NoterKo, has successfully organized the first ever edition of our worldwide renowned course – The Certified KPI Professional, delivered in French, in Dakar – Senegal, customized for the country’s national sanitation utility, ONAS.

NoterKo is a Dakar-based, Management Consulting firm, that focuses on revolutionizing the customer care sector in Senegal. The objective of NoterKo is to allow Senegalese clients to objectively evaluate the services provided by local private and public institutions, alongside positively impacting the quality of life of the local community.

In regard to the course itself, The Certified KPI Professional – C-KPI for short, opened a comprehensive world of new insights into how businesses can & should strive for a continuous optimization of their performance operations and performance management processes.

During the 3-day learning experience, top ranking executives of the organization had the opportunity of being guided by one of our foremost consultants, Andrea Minelli.

The attendees, via a combination of theoretical notions and hands-on-practice exercises and case studies, had the possibility of better understanding and practicing the following concepts:

• How to strategically select relevant KPIs and why;
• How to align strategic objectives and KPIs among different organizational layers;
• How to benefit from a sound Performance Management Architecture and Framework;

The course had 10 participants, mostly Senior Managers, such as HR Vice President, Senior Purchasing Managers, Maintenance Managers, Internal Audit Managers, IT Managers, Quality Assurance Managers and several other key governance figures.

Course Journal

This in-house course was organized with the purpose of disseminating best practices via both theoretical and practical knowledge, associated with performance measurement and management practices.

Day I

During the first day of the course, participants were exposed to several concepts associated with KPIs, the Performance Management Architecture and most importantly, how to build a proper framework that will set up a sound foundation for the system per se.

We made several constructive comparisons between the client’s current Performance Management System and globally known best practices.

Day II

During the second day, we chose a more hands-on practice approach, whereby participants worked in different groups and focused their efforts on understanding and applying the best techniques associated with KPI selection, and how to strategically align KPIs & corporate objectives, among all the organizational layers.

Day III

As the final day approached, the participants discussed about the importance of not only selecting KPIs, but of also implementing best practices in setting up realistic, yet challenging targets for each KPI. A customized simulation was created in order for the participants to apply those practices in their own organizational contexts.

The final session ended with a thorough discussion about the alignment of individual KPIs with the corporate objectives, and being able to measure the contribution that each division head will have to achieve in order to match the aforementioned objectives.

Overall, the course achieved its goal of showcasing to all of its attendees, who serve as senior managers in their respective organizations, how to implement best practices within their own Performance Management System Frameworks.

Want to know more about Performance Measurement and Management?

As performance is a continuous concern for organizations, do not hesitate to contact us and we will be more than pleased to assist you throughout your performance measurement and management journey!

If you are interested in improving the maturity of your performance measurement and management practices currently implemented in your organization, be sure to visit our training calendar and assess what best suits your learning requirements.

Among the main key Business Benefits for attendees interested in the C-KPI course are:

• Improve the performance of your company by practicing a sound framework for KPI measurement;
• Obtain better business results by selecting the right KPIs to monitor for your company;
• Generate value from using KPIs by optimizing the data collection process.
• Implement best practices that lead to an organizational culture that is performance-oriented

Otherwise, if a customized training course best suits your needs and you would like to know more details about it, please do not hesitate to contact us for more information at:

Wishing you best of performance!

Between the 18th – 19th of November, 2019, the University of Padua, Italy, co-hosted in partnership with the Performance Management Association (PMA), the Performance Measurement and Management In Industry 4.0 Symposium. The KPI Institute was honoured to be invited and participate in the event, having been represented by Adrian Brudan, General Manager for the EMEA Region.

The symposium gathered scholars, consultants and practitioners from all over the globe, to focus their discussion, share their experiences and research findings on all of the upcoming industry challenges faced by the 21st century’s companies, as they delve deeper in what is known today as the Fourth Industrial Revolution.

For the past years, the business world has seen the rise of numerous new technological developments: Advanced Manufacturing, Additive Manufacturing, Augmented Reality, Big Data Analytics, Cloud, Cyber Security, Horizontal and Vertical integration, Industrial Internet of Things, Simulations. Organizations around the world are trying to keep up with these trends and it is becoming painstakingly clear that many are faltering in their performance measurement and management practices.

The KPI Institute, represented by Adrian Brudan, GM of the company and Ph.D. student at The West University, in Timisoara, contributed to the discussions with two research studies:

• Performance Management & Measurement Challenges at the Dawn of a New Technological (R)Evolution and
• Performance Management Maturity Model: Role for Improving Decision-Making in a Digitized World.

The first research study conducted by Adrian – Performance Management & Measurement Challenges at the Dawn of a New Technological (R)Evolution, features research carried out over a period of 5 years, with inputs received from participants that attended 199 certification programs in the field of performance management and measurement organized by The KPI Institute, in both open and in-house formats.

The programs were delivered in 48 cities, from 34 countries, on 6 continents. There were 3112 participants who took part in discussions which generated all of the data collected, representing 741 organizations, from 29 diverse industries, with an average of 16 participants per program/discussion.

The study’s central premise revolved around the main challenges that organizations highlight as being key underperformance factors when it comes to performance measurement & management. Each of these main factors represents a compilation of several sub-factors, which together end up resulting in an overarching issue for the company.

The findings reflect that organizations encounter as many challenges as per the number of categories of sub-clusters identified in the study, which led to the development of its main categories. The challenges reflect both technical issues with the concepts of KPI selection, standardization and activation, as well as more generic challenges that pertain to matters such as system deployment, maintenance and maturity due to lack of proper buy-in and nurturing of a performance-driven culture.

The second research study – Performance Management Maturity Model: Role for Improving Decision-Making in a Digitized World, focused on bringing to the fore all of the field-related research work and knowledge, gathered in the last 10 years, under the coordination of Adrian Brudan, GM of the Global Performance Audit Unit – GPA Unit, the strategy and performance audit division of The KPI Institute. Its purpose is to provide integrated strategy and performance management systems assessment solutions through rigorous research, education and analysis.

The GPA Unit developed the Performance Maturity Model Framework, in order to assess the complexity of an institution’s organizational capabilities. The framework relies on approximately 300 assessment parameters, grouped under 5 major areas of organizational performance improvement that reflect best practices in the field.

The Performance Measurement and Management In Industry 4.0 Symposium was a most insightful and inspiring experience. With each year, every new edition brings forth greater and more novel ideas, signaling that the way to deal with today’s recurrent performance challenges does have a one-size fits all solution, but multiple ways to reach the end goal. The symposium acts as a platform for establishing links between research groups with complementary activities, and an opportunity to share experiences with the business world.

We are honoured and proud to have been a part of this event and look forward to its future editions!

Raluca’s adventure started in Egypt, continued in Kuala Lumpur and at the end of it all, finished in Peru. Seeing companies that we have helped achieve realistic, measurable performance improvements is what motivates us to keep spreading best practices worldwide, keep carrying that banner and keep striving to improve the business world at large, one company at a time.On the 28^th of August, 2019, we held a short, 2-part training intervention in Lima, Peru, for a group of representatives from the Central Procurement and Technical Unit (CPTU), part of the Ministry of Planning in Bangladesh.

The first part of the intervention was mostly centered around creating a basic level of understanding and a clear picture of the most popular performance management concepts, ranging from Vision, Mission and Values to KPIs, Tasks and Milestones.

The second part focused on KPI Selection, according to a set of previously defined strategic objectives, because it’s not enough to define where you’d like to go, but also how you’d like to actively keep track of where you’re going, understanding how you will reach that destination.

Therefore, we went over several KPIs and allocated each and every one of them to their respective objectives, which were adapted for procurement in the public sector.

Fast forward after Egypt, Raluca landed in Kuala Lumpur, where a team of 20 delegates, part of Kuala Lumpur’s Ministry of Economy and Finance, dedicated to the Public Financial Management Reform Program, had the chance to explore The KPI Institute’s Performance Management training course, between the 12^th – 14^th of August, 2019. The training session included public sector examples, best practices and case studies.

During the 3-day session, there were a ton of interesting debates and discussions around the various elements covered in our course, however here is a quick top 3 of the most appreciated training sections:

• Performance management concepts: 13 popular concepts were differentiated; this section was particularly useful, as people tended to interpret matters in very different ways from the concepts;
• The Balanced Scorecard being the main tool to operate a PMS based on KPIs;
• Performance Management Simulation: collected data for KPIs results, compiled the performance scorecard, conducted the meeting to enable the decision-making process around KPI results and addressed initiatives to improve performance results, after which we documented the initiatives agreed upon during the meeting. WOW!

Our target during this learning experience in Kuala Lumpur was to ensure that all of the information shared with our attendees would provide them with meaningful methods of dealing with their daily challenges. We never aim to provide a theoretical response to a theoretical issue. Therefore, whenever we receive feedback like the following, it truly warms our hearts because we know we’re helping in making a difference:

• “These sessions are very useful and interesting because I can apply all of this information to my current job.”
• “I have gained a lot of input and experience from the “Performance Management” course, enough to be confident to apply at my work. Good course outline, straightforward and practical case studies and exercises.”

August has been a very active month for Raluca Vintilă, one of TKI’s most experienced management consultants. Engaging into Egypt, conducting consultations in Kuala Lumpur and then putting up a stellar performance in Peru, Raluca’s dedication to performance management and improving performance in general deserves a tremendous amount of respect and recognition.

The KPI Institute would not be the same without such exemplary individuals, carrying our banner forward, pushing companies to overcome challenges and become the best versions of themselves.

6^th training for Valeo Egypt in KPI Management

Raluca begun her adventure in Egypt, where she delivered the 6^th edition of our Certified KPI Professional training course, as an in-house session for Valeo Egypt. She’s become so accustomed to the environment and their team that oftentimes, she feels that she will most likely end up being part of Valeo’s team.

While most people attending had a lot of positive feedback, her favorite parts about this training were the following two sentiments:

• “This training has been mind-twister in Performance Measurement.”
• “This course is really great & an eye-opener on how to effectively visualize KPIs.”

A newly inserted part in this training edition was the review of Valeo’s KPIs, from the 2018 Integrated Report. The review has been conducted according to the standards of the Key Performance Indicators Management Framework v2.0.

Participants found highly attractive the Value Flow Analysis in the KPI Selection session. Moreover, one of the most appreciated Performance Management Tools used during the session and which are also part of the TKI Toolkit were the Scorecard and KPI Documentation Form.

Looking forward to checking what Valeo’s potential 7^th group finds most attractive in the Certified KPI Professional training course.