Live Virtual Training (Most Popular!) > Strategic Performance Measurement and Appraisal ( Using Balance Scorecard )

Strategic Performance Measurement and Appraisal ( Using Balance Scorecard )

Course Objectives

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

Explain the importance of measuring and appraising workforce performance,
Describe the FOUR (4) key performance perspectives as of the Balanced Scorecard,
Translate workforce key performance areas into key performance indicators,
Apply a systematically structured method to manage and assess workforce performance measurement.

Target Audience

Senior Executives, Managers and Senior 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 APPRAISING WORKFORCE PERFORMANCE

The definition of performance measurement and appraisal
The benefits of performance measurement and appraisal 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 reward and recognition

MODULE 2 – APPLICATION OF BALANCED SCORECARD IN MANAGING AND APPRAISING WORKFORCE PERFORMANCE

Introduction to the framework of Balanced Scorecard and its importance
The FOUR (4) performance perspectives of Balanced Scorecard
- Perspective 1: To succeed financially, how should we appear to our shareholders
- Perspective 2: To be a preferred product/ service provider, how should we appear to our customers
- Perspective 3: To satisfy our customers and shareholders, what business processes should we excel at
- Perspective 4: To excel in our processes, what should be do to build our ability

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
  - Measure workforce performance (Quantitative Perspective)
    - How to initiate?
    - How to execute?
    - How to record?

Get To Know The Trainer

Trainer P.G

Paul graduated with a Bachelor of Marketing and E-Commerce from University of Curtin, Australia. He also attained a Diploma in Hotel Catering and Management from the American Hotel and Motel Association. He is a Certified Trainer under the Pembangunan Sumber Manusia Berhad (Ministry of Human Resource, Malaysia).

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