Agree the first three actions on performance management system design that will be taken on returning to work.
Designing Modern Organisational Performance Management Systems
A concise, decision-focused programme covering performance management system design end to end.
📍 Istanbul🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Data on performance management system design is abundant; insight about it is not. A process for system design that managers quietly work around has already failed. Practitioner evidence points the same way: this aspect of people management and development improves fastest where responsibility for it is named and owned. Progress on performance management system design is usually lost in the gap between approval and execution. The programme uses small-group work so that each participant's treatment of the practice within people management and development is examined, not just described. It is appropriate for those preparing to take on wider responsibility for system design. The course sets out a working method for performance management system design that participants can apply the week they return. Participants finish able to explain system design to a non-specialist audience without losing precision. It closes by agreeing the smallest change to this part of people management and development that would make a visible difference.
Expected Learning Outcomes
Estimate what system design costs to run properly, and what is lost when it is not.
Set the minimum documentation for performance management system design that is genuinely necessary, and stop there.
Ensure decisions taken under system design would withstand external scrutiny.
Pilot changes to performance management system design before rolling them out organisation-wide.
Measure the effect of system design on retention, performance and engagement.
Review performance management system design annually against what actually happened, not what was intended.
Who Should Attend
Experienced practitioners formalising an approach to performance management system design that has grown up informally.
Employee relations specialists handling cases arising from system design.
Reward and compensation staff whose frameworks interact with performance management system design.
Learning and development officers building capability in system design.
Members of committees that take decisions affecting performance management system design.
Legal and compliance advisers reviewing system design.
Course Modules
Performance management system design: fairness, equity and consistency
2 sessions · 8 pointsSession 1Costing performance management system design honestly, including the cost of inaction
- Set the review interval for performance management system design and who attends.
- Anticipate the objections system design will raise and prepare the answers.
- Train line managers on performance management system design rather than handling every case centrally.
- Review system design for unintended equity effects across groups.
Session 2Reviewing system design when nothing has gone wrong
- Write down the assumptions underpinning the approach to performance management system design.
- Set the annual review point for system design and who attends.
- Confirm records relating to performance management system design meet retention and privacy rules.
- Confirm that reporting on system design reaches the people who can act.
System design: records, privacy and legal defensibility
2 sessions · 8 pointsSession 1Appeals and grievances arising from system design
- Plan succession for roles most exposed to performance management system design.
- Identify the data already collected that bears on system design.
- Name a single owner for each element of performance management system design.
- Draft the minimum viable people policy for system design.
Session 2Reading the current state of system design honestly
- Pilot changes to performance management system design in one area before wider rollout.
- Prepare the response for the most likely failure in system design.
- Set the consistency check that catches uneven application of performance management system design.
- Check that system design complies with current labour regulation in every location.
System design: the manager conversation that decides the outcome
2 sessions · 8 pointsSession 1Keeping records on system design that are lawful and useful
- Test the policy on performance management system design against three real cases from the past year.
- Distinguish symptoms from causes when system design underperforms.
- Confirm that contractual obligations around performance management system design are understood.
- Decide what will be stopped to create capacity for system design.
Session 2Who answers for performance management system design, and to whom
- Ask employees what performance management system design feels like from their side.
- Identify single points of dependency in system design and reduce them.
- Estimate the cost of performance management system design and the cost of leaving it unchanged.
- Script the difficult conversation system design requires and rehearse it.
System design: exceptions, appeals and difficult cases
2 sessions · 8 pointsSession 1Explaining system design so people believe it
- Remove steps in performance management system design that add effort without adding assurance.
- State the purpose of system design in one sentence a new manager would understand.
- Compare intended and actual outcomes of performance management system design honestly.
- Design the communication for system design around the questions people will actually ask.
Session 2Applying system design consistently to the person you like least
- Identify the data the organisation already holds that bears on performance management system design.
- Benchmark the organisation's system design against comparable operations.
- Rank the weaknesses in performance management system design by consequence rather than by ease of fixing.
- Estimate the resource system design requires to run as designed.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.