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Understanding KPI and Incorporating KPI into the Performance Appraisal System

Course Information

Start DateAnytime
End Date1 Month Access
ModeSelf-Paced E-Learning
Fee$300 (excluding GST)
Contact6720 3333 (Ms. Felicia) training.aventis@gmail.com
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Course Overview

The performance of organizations is among the top agendas in any management, and quite rightly so. Many organizations however are measuring the “wrong square peg in a round hole”, with the consequence of “busy bees without collecting any honey”. And since you cannot hope to manage what you cannot measure properly, it is no wonder many are not performing up to expectations. You may end up rewarding the bad and reprimanding the good. This session aims to gel the understanding of KPI and incorporate into the performance appraisal system, making the latter fair, objective, and transparent.

Course Takeaways

In this 4-Hour Self-Paced E-Learning Course, you will learn:

  • Learn how to set correct KPI, with its relevance to your areas of responsibility
  • Set appropriate target or expectations and work together to improve performance
  • Conduct appraisal fairly, objectively, and transparently, hence saving lots of time and enhancing morale
  • Align vision with departmental/functional performance
Trainer Profile

Personal and Organisational Effectiveness Master Trainer: Andrew Cheah

Andrew Cheah has been a trainer and management consultant since 1991, specialising in the areas of performance management, productivity improvement, behavioural change and leadership. Andrew has trained clients from diverse industries such as in banking, insurance, hospitality, sales and distribution, manufacturing, food, property development, government/public services, and higher education. Being tri-lingual (English, Mandarin, and Malay Languages), Andrew has extensive regional exposure in Singapore, United Arab Emirates, Malaysia, China, Thailand, Indonesia and Vietnam. In addition to training, Andrew has guided and provided consulting services to clients, leading to one of them winning the prestigious Malaysian National Productivity Award presented by the previous Malaysian Prime Minister, Tun Dr. Mahathir.

Andrew has also been invited to speak in events such as International Conference on Best Practices, which was graced by senior officials from the Ministry of International Trade and Industry (MITI), sharing the stage with Professor Michael Gregory of the University of Cambridge, Mr Dieter Heyl (2007 Vice President of Mercedes Benz Malaysia), and Dr Marcus Chao, President of Lean China Enterprise Inc.

Andrew has an MBA degree qualification with the University of Portsmouth, UK. At the professional level, Andrew has a certificate in Blue Ocean Leadership Masterclass, as well as Leading Dimensions Profiling Trainer Certification (LDP certified). In addition to being a qualified ISO9000 assessor, his experience in international consultancy has also earned him a membership with the Association of Productivity Specialist in New York.

Course Content

This is a Self-Paced E-Learning Course consisting of 4 Hours in duration.

MODULE 1: Understanding Key Performance Indicators

1.1 Introduction to Performance Management and Key Performance Indicators

1.2 KPI, Behavior, and Incentives: How are these related?

1.3 Reasons why Key Performance Indicators are necessary

1.4 Setting Key Performance Indicators that work!

 

MODULE 2: The Parkinson Principle: How to set the correct target?

2.1 What is the Parkinson Principle?

2.2 The Relationship between Parkinson Principle and Target Setting

2.3 Parkinson, Key Performance Indicators, and Performance Management: What’s the Link?

 

MODULE 3: Crafting a Great Performance Appraisal System

3.1 Performance Appraisal: An Unwelcomed Event?

3.2 Common Issues faced when conducting an Appraisal

3.3 Learning from the Mistakes in a Poor Appraisal System

3.4 How to fix a Broken Appraisal System

 

MODULE 4: Putting it all together: Organizational Alignment

4.1 Vision & Execution

4.2 Good Vision Cascading

4.3 Aligning Vision and Performance for Organizational, Departmental, and Different Levels

4.4 Peter’s Principle: The Case for Job Promotion