Finance for Non- Finance Managers

Course Objectives

• Upon completion of this program, participants will be able to:

  • Explain the importance of managing workforce performance, both for a department or individually
  • Describe the FOUR (4) key performance perspectives as of the Balanced Scorecard,
  • Translate workforce key performance areas into key performance indicators,

Target Audience

Senior Executives and Managers

Methodology

• This Stimulating Program Will Maximize Understanding And Learning Through Lecture, Video Clip Presentation, Interactive Group Discussions role-Playing, Personal Reflection Canvas traffic JAM Activity, Demo Coaching Live Coaching Session zoom Activity

Course Modules

• MODULE 1 – The importance of managing and workforce performance

  • The definition of performance management
  • The benefits of performance management in the context of
  • Strategic application of ‘Plan – Organise –Lead – Control’ Cycle towards competitive business management
  • Tactical application of ‘Plan – Do – Check –Act’ Cycle towards organisational effectiveness and efficiency
  • Effective implementation of continuous improvement towards operational efficiency
  • Fostering a highly motivated workforce through performance-based recognition

   

  MODULE 2 – Application of Balanced Scorecard in managing workforce performance

  • Introduction to the framework of Balanced Scorecard and its importance
  • Apply a management model (5S-1M Management Model) that have a profound impact on the FOUR (4) performance perspectives of the Balanced Scorecard
  • Perspective 1 (Financial): Establish SMART* Financial Mission
  • Perspective 2 (Customer): Establish SMART* Strategy to enhance internal and/ or external Customers’ Satisfaction,
  • Perspective 3 (Internal Process): Determine SMART* Internal Process Improvement Initiatives to enhance operating System and Structure effectiveness and efficiency
  • Perspective 4 (Learning & Development): Identify the essential Learning & Development to build the essential workforce Skills-Set and operating Styles

  *SMART: Specific, Motivating, Agreeable, Relevant, Trackable

   

  MODULE 3 – Translate workforce key performance areas into key performance indicators

  • Establish Key Performance Areas (KPA) in the context of
  • Financial Target Achievement
  • Customer’s Requirements/ Satisfaction Assurance
  • Internal Process Improvement Initiatives
  • Human Capital or Talent Development
  • Set Key Performance Indicators (KPI) for the above FOUR (4) key performance areas
  • The financial scorecard
  • The customer scorecard
  • The internal process scorecard
  • The learning & development scorecard
  • Translate KPI into quantitative performance measures/ targets
  • Measure workforce performance (Quantitative Perspective)
  • How to initiate?
  • How to execute?
  • How to record?

   

  MODULE 4 – Determine sets of competency required for the workforce to strive towards established Key Performance Indicators (KPI)

  • The FOUR (4) sets of essential workforce competency
  • Competency 1: Strategic Thinking Capabilities
  • Competency 2: Communication Skills
  • Competency 3: Execution Effectiveness
  • Competency 4: People Skills
  • Incorporate workforce quantitative and qualitative performance measurements into workforce potential assessment and talent management