When discussing performance management, many people immediately think of the annual performance appraisal. But performance appraisal is only one component of what is considered to be performance management. Managing employee performance facilitates the effective delivery of strategic and operational goals. There is a clear and immediate correlation between using performance management programs and improved business and organizational results. Having a valid yet an effective performance management system is essential for managing and evaluating staff, develop their competencies, improve organizational performance and eventually achieve winning business outcomes. The aim of performance management is to improve performance for individual, teams and the organization. It establishes a culture in which individuals and groups take responsibility for the continuous improvement of business processes and of their own skills and contributions.

The balanced scorecard is a framework to implement and manage strategy. It originated by Robert Kaplan and David Norton as a way of measuring performance by adding strategic non-financial performance factors to existing ones to give a more” balanced” view of performance. The balance is brought about by a focus on financial and non-financial objectives that are attributed to four areas of an organization that is financial, customer, internal processes and organizational capacity.

By taking this course you will be able to;

• Develop an understanding of the principles of effective performance management.

• Develop an understanding of the best practices of performance management process

• Use performance management process to enhance goal achievement at personal, team and corporate level.

• Understand how to undertake effective performance reviews

• Develop a Balanced Scorecard as an effective performance management tool