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EMPLOYEE PERFORMANCE MANAGEMENT
Employee Performance Management Framework v 1.0 2015
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Certified Employee Performance Management Professional Singapore 2016 edition: 21 - 23 September
60% Cash Back Via the Productivity and Innovation Credit Delegates from Singapore companies can now enjoy tax savings in the form of cash payouts and/or tax deductions when investing in employees’ training. Your attendance at this event is eligible for PIC credits, either as a 60% cash refund or 400% tax deduction. For terms and conditions please refer to page 6. A comprehensive roadmap for implementing a successful employee performance management system
Over the last 6 years, The KPI Institute team focused on developing a sound Employee Performance Framework, helping you expand your employees’ talent through: Fully documented employee performance KPIs; Numerous referenced resources (books, articles and performance reports); Results-oriented employee performance planning and tracking tools; Our master trainers’ experience in driving superior employee performance.
3 Key Business Benefits Enhance employee responsibility and productivity by implementing effective performance evaluations; Ensure equitable treatment of employees through appraisals based on results and successful communication management; Tighten the link between strategic objectives and day-to-day actions, by focusing on results, thus improving organizational performance and business profits. “Thanks for a very informative and enlightening session. It would certainly assist me in the long run, to further enhance our corporate performance measurement and management.” Hasniza Mohd Hassan, Senior Manager, Multimedia Development Corporation, Malaysia Info at: www.kpiinstitute.org | AU: +61 3 9028 2223 | UAE: +971 4 311 6556 | MY: +60 3 2742 1357 | RO: +40 3 6942 6935
Course Overview
Course Overview This course will clarify key, specific, detailed concepts and will provide practical tools and techniques for implementing, maintaining or improving the company’s employee performance management system. Attendees will gain exposure to best practices in the field of performance management and will learn how to establish and use criteria for evaluating performance.
“The course content is quite comprehensive and provides step by step instructions on implementing KPIs either at the organizational or departmental level.” Dy Chetra, Financial Controller, Cellcard, Cambodia
People interested in employee performance management
Management representatives (different levels within the organization, from top to line management)
HR professionals
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 skill gaps to generate sustainable growth; Obtain a certified professional diploma in the field of Employee Performance Management, by following a robust learning experience provided by The KPI Institute.
Learning objectives 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;
Registration Form
This course offers HR professionals, such as HR Consultants, HR Managers or HR Associates, the opportunity to have exposure to a rigorous approach to individual performance management, through the implementation of an integrated system based on KPIs, behaviors and competencies. After completing this course, participants can return to their organizations with a more coherent perspective on how an employee performance management system should work and how they could improve the existing architecture.
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Course Fees
Representatives of top/middle/line management and their respective organizations, regardless of their field of expertise, interested in measuring and evaluating employee performance, will be glad to discover a structured approach to the implementation of an employee performance management system, as well as best practices in the field. Moreover, for professionals who have just started such a project, this training course provides the knowledge required in order to understand the steps to be followed in the implementation process.
Malik Murad Ali, IT Director, MYDIN, Kuala Lumpur
Facilitator
Entrepreneurs, analysts and professionals from any field, interested in employee performance management, will acquire the knowledge needed to understand the aspects that influence employee engagement and productivity and will access different methods that could help them improve the employee engagement levels within their companies.
“Finally, a professionally run course on KPI and scorecards development. It was a brilliant workshop and enjoyed every minute of it. Thank you, thank you.”
Educational Resources
Participants profile
Agenda
Testimonials
Gain the knowledge of developing a Performance Management System business case and get stakeholders’ buy-in; Learn how to conduct efficient performance appraisals.
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Course Overview
Agenda Day 1 - Introduction into the World of Employee Performance Management
Day 2 - Measuring Employee Performance
Day 3 - Nurturing Employee Performance
9:00 - 17:00
9:00 - 17:00
9:00 - 16:45
Employee Performance Management
Establish Performance Criteria
Employee Performance Management Cycle
Context Benefits of implementing an Employee Performance Management System;
Cascading objectives and KPIs from organizational to departmental and individual level;
Prerequisites of an Employee Performance Management System;
Competencies: definition and selection;
Governance of the Employee Performance Management;
Behaviors: definition and setting;
Point of contact and support for employees;
Activity: Develop the individual scorecard.
Annual performance reviews;
Activity: Discover the principles of a successful Employee Performance Management System. Employee Performance Management System Architecture The link between strategic objectives and day-to-day actions; Tools and techniques used in performance management;
Activity: Integrate the Employee Performance Management System within the organizational system. Employee Performance Management System Implementation
Employee Performance Management System project plan: objectives, activities, responsibilities, resources, budget;
Career paths; Succession planning; Compensation and benefits systems; Activity: Understand the cost of a poor performance management system; Activity: Drive employee performance through leadership elements.
Employee Performance Appraisal Meeting Performance appraisal meetings’ preparation; Feedback techniques and recommendations; Active listening; Performance conversations; Activity: Manage the appraisal challenges – difficult employees and situations. Enablers of Employee Performance Employee engagement; Coaching; Mentoring; Working environment; Activity: Where does engagement begin and end?
Course Fees
Business case: needs analysis, stakeholders analysis, current state assessment, benchmarking, solutions;
Development plans;
Facilitator
Visibility and accountability through employee performance management;
Linking Performance Evaluation Results to Talent Development
Activity: Communicate and promote the start of a new EPM cycle. Educational Resources
Performance Management Cycle;
Mid-year performance review objectives;
Agenda
Impact areas of an Employee Performance Management System;
Employee performance planning;
Review and CertificAtion Exam Course review; Certification exam.
Activity: Create an Employee Performance Management System for your own organization.
Registration Form
www.kpiinstitute.org | office@kpiinstitute.org | Certified Employee Performance Management Professional
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Pre-course
This part of the learning experience is meant to ensure a smooth transition to the face to face training. Participants are required to take the following steps: Needs assessment – complete a questionnaire to determine a tailored and relevant learning experience; Pre-course evaluation quiz – take a short quiz to establish the current level of knowledge; Guidance and schedule – analyze a document presenting guidelines on how to maximize your learning experience;
Expectations – share your expectations regarding the training course; Pre-requisite reading – go through a series of documents to better understand the corecourse content.
Core Course
Discovering the theoretical concepts through interactive exercises; Solving different scenarios that might arise within an organization, in order to perform a comparative analysis and identify the best approach to be adopted; Using templates that you can afterwards customize to suit your organizational needs; Analyzing case studies and identifying solutions for the challenges encountered; Sharing your own experiences and good practices in the field.
The learning process is not finalized when the core-course ends. Participants are required to take the following steps: Forum discussions – initiate a discussion and contribute in a discussion opened by another participant; Action plan – create a plan for the actions and initiatives you intend to implement after the training course; In-house presentation – create and submit a short PowerPoint presentation to present your colleagues the knowledge you have accessed during the training course;
Learning journal – reflect upon the entire learning experience and complete a journal.
Educational Resources The KPI Infographic;
Other resources consisting in articles, books and case studies relevant for employee performance management.
Inclusions Course materials that consist in: Course slides; Course notes.
The Employee Performance Management Toolkit, including: Employee Performance Management Architecture; Job description; Employee Scorecard; Behaviors catalogue; Competences catalogue; Development plan; Portfolio of initiatives; Performance evaluation form. The course fee covers the cost of the certification process, valued at $350, ensuring a smooth certification system. Premium Subscription on smartKPIs. com available for 6 months, providing access to 500 fully documented KPIs and over 20.000 KPIs enlisted One research report from the Top 25 KPIs series;
Registration Form
The qualitative reports: Performance Management in 2012 and Performance Management in 2013;
We strongly recommend that you obtain the Certified Employee Performance Management Professional title, as this endorses your skills and knowledge related to this field.
Course Fees
Additional reading – go through a series of resources to expand your content related knowledge;
Certificate of Completion (soft copy): after completing pre-course activities and passing the Certification Exam; Certificate of Attendance (hard copy): after participating at the 3 days of onsite training course; Certified Employee Performance Management Professional diploma (hard copy): after successfully completing all of the 3 stages of the learning experience.
Facilitator
After-course
The certification process is finalized only when you complete all of the 3 stages of the learning experience. Nonetheless, you will receive a:
Educational Resources
During the three days of face to face training, the course is designed to facilitate experiential learning and ensure a high level of interactivity. Exercises used to enhance the development of competencies range from simple matching of concepts to extensive analyses of case studies. The learning experience consists of:
Evaluation
Agenda
Forum introduction – share an introduction message to present yourself to the other course participants;
Course Overview
Learning experience
Free access to all webinars from 2014 to 2015 Performance Management series.
www.kpiinstitute.org | office@kpiinstitute.org | Certified Employee Performance Management Professional
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Course Overview
Facilitator Cristina Tărâță
Head of Research Programs
As a Master Trainer, certified by Association for Talent Development, USA, Cristina facilitates training courses related to the use of KPIs at strategic, operational and individual level. Besides delivering and contributing to the development of face-to-face or online training courses, Cristina also elaborates other educational materials, such as video doodles or webinars in the field of managing and measuring performance in organizations.
Fong San Nee, Senior Project Manager, NCS Pte. Ltd, Singapore
“I highly enjoyed the course. Even though I’ve attended KPI courses before, it was a great refresher as it relates directly with my current job. The flow of the content was done systematically and was easy to be understood. I highly recommend this course to the colleagues as the content is extremely useful to be applied in the Public Sector. Especially those who are having issues coming up with or implementing performance measures in their organization.”
Educational Resources
As a consultant, Cristina was involved in several projects for implementing a performance management system based on Balanced Scorecard at strategic, operational and individual level. Among representative clients, is mentioned Abu Dhabi Retirement Pensions and Benefits Fund and VM Finance Group. Furthermore, she revised the performance management architecture of companies from different industries, including financial institutions, petrochemicals, public sector, health and professional services.
“The course is useful for companies, that started implementing KPIs or are interested in improving the process of implementing KPIs.”
Agenda
Cristina’s research activity is reflected by the development of smartkpis.com database, documenting over 1,000 KPIs from 16 functional areas and 25 industries. She also coordinated the launch of over 90 reports ”Top 25 KPIs in 2011-2012”; and the development of book series: The KPI Compendium, The KPI Dictionary – Volume 1 and Volume 2, The KPI Dictionary Series.
Testimonials
Nadzri Yahya, Senior Special Duties Officer, Prime Minister’s Office, Brunei
Facilitator
“The course is useful for companies, that started implementing KPIs or are interested in improving the process of implementing KPIs.” Fong San Nee, Senior Project Manager, NCS Pte. Ltd, Singapore
Training Courses Catalogue 2016
Course Fees
The KPI Institute offers a broad set of training courses customized to specific functional areas, industries or topics related to performance management. Access the Training Courses Catalogue below for the complete training offer.
www.kpiinstitute.org | office@kpiinstitute.org | Certified Employee Performance Management Professional
Registration Form
The KPI Institute is a research institute specialised in business performance. It operates research programs in 12 practice domains, ranging from strategy and KPIs to employee performance, and from customer service to innovation performance. Insights are disseminated through a variety of publications, subscriptions services, and through a knowledge platform available to registered members. Support in deploying these insights in practice is offered through training and advisory services.
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Course Overview
Course Fees Course Date
General Fee
The KPI Institute Early Members Bird 1
21 - 23 September
$2,350 USD
$2,250 USD
$1,850 USD by June 21st
Early Bird 2
2 or More Participants
Registration Deadline
$2,050 USD by August 22nd
$1,750 USD
16 October
*The course fee includes course materials, lunch and coffee breaks.
Accommodation
Pan Pacific Orchard, 10 Claymore Road, Singapore
Accommodation is not covered by the attendance fee and it needs to be arranged separately by participants.
Organize this training course in-house
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If you have a group of five or more to train you can save time and money by running this training course in-house. Use the contact details provided below to request a customized offer from one of our training solution specialists.
For more details visit:
Agenda
Venue
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Productivity and Innovation Credit (PIC) Scheme All business in Singapore can enjoy up to 400% tax deduction for external training for up to $400,000 for year of assessment 2015. You can enjoy up to 68% of tax savings from attending our trainings which means you only need to pay 1/3 of the course fees. Facilitator
Alternatively, businesses can opt for a nontaxable cash payout option of 60% of up to $100,000 for year of assessment 2015 meaning up to a maximum of $60,000. This includes both trainings in Singapore and overseas Both local and foreign employees are eligible Course fees only PIC Bonus (as announced in Budget 2013) On top of the existing 400% tax deductions/allowances and/or 60% cash payout (“PIC cash payout�) under the PIC scheme, the PIC Bonus gives businesses a dollar-for-dollar matching cash bonus for YAs 2013 to 2015, subject to an overall cap of $15,000 for all 3 YAs combined. Businesses must incur at least $5,000 in PIC-qualifying expenditure during the basis period for the YA in which a PIC Bonus is claimed. The PIC Bonus is taxable.
Course Fees
Please refer to https://www.iras.gov.sg/irasHome/page04.aspx?id=14566 for more info
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Course Overview
Registration 3 ways to register: Online
Registration form *Please fill out all the fields below
store.kpiinstitute.org
Direct contact
Title First name
Oana Gavril oana.gavril@kpiinstitute.com M: +60 11 3303 2135
Telephone
Registration form Use one of the following options:
Email Training course Date of training course Job title
Complete this form and fax it to our Australian Office at: +61 3 8395 6544
Department
Email us with your registration details
Organization
Credit card 1. Fill in and submit the registration form available online at store.kpiinstitute.org 2. Pay by credit card using the online facility; 3. A tax invoice together with the registration confirmation will be sent to you via email (after the attendance fee payment is confirmed).
1. Send an email containing your contact details and registration request; 2. An email confirmation containing the tax invoice and bank account details will be sent to you; 3. Proceed with the attendance fee payment by bank transfer;
5. A tax receipt together with the registration confirmation will be sent to you via email (after the attendance fee payment is confirmed).
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How did you hear about us?
Registration cancellation procedure Any withdrawals have to be announced at least two weeks before the beginning of the course, through fax or e-mail. In this situation, the attendance fee will be refunded, less $400 retained for administrative expenditure. The attendance fee will not be refunded if the withdrawal from the course takes place less than 2 weeks before its start date. If you find yourself in the impossibility to attend the course after the registration process is already completed you may delegate another person to attend the course in your place without any further fees charged. If you have confirmed and made the attendance fee payment but you didn’t attend the course, the course attendance fee will not be refunded.
Registration Form
4. Send through email the proof of the payment transaction completion;
Industry
Course Fees
Bank transfer
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Facilitator
Payment:
Educational Resources
Sasikala Annamalai sasikala.annamalai@kpiinstitute.com T: +60 3 2742 1357
Last name
Agenda
Call us and we will assist you through the registration process.
If you attend the course only partially (one day or a limited number of sessions), you will not benefit from any attendance fee reduction or refund.
www.kpiinstitute.org | office@kpiinstitute.org | Certified Employee Performance Management Professional
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