Real and long-lasting success can only be achieved by harnessing the skills and abilities of your organisation’s prime resource – its People. Establishing an ‘enabling’ management style allows them to contribute to the achievement of organisational objectives within the context of their jobs’ specific Key Result Areas. Essential to this approach is for managers to take ownership of their personal objectives.
By discussing and agreeing objectives with each of them, jointly action-planning how these objectives will be achieved and ultimately reviewing and appraising results, clearly establishes each team member’s contribution to overall organisational results; their ‘share of the action’ if you will.
Learning Outcomes
By the end of the Module, delegates will:
- Be conversant with the detail and operation of the Objective-setting/Action-planning/ Performance Review and Appraisal cycle.
- Have developed the skills and knowledge for discussing and agreeing objectives and action plans with each member of the team.
- Be able to conduct effective performance review and appraisal interviews.
Module Content
Defining the Job – The influence of the organisational environment; how job definitions are derived from organisational and departmental aims; defining and agreeing a job’s key result areas (KRAs).
The KRA/Objective-setting/Review Model – Interpreting objectives down the management chain; results feedback to organisational objectives.
The Seven Steps to Successful Task Achievement
Agreeing Objectives – The concept of ‘a share of the action’; KRAs as the context for objective-setting; setting and agreeing achievable objectives; the objectives contract.
Action Planning – Agreeing the MO of an action plan; agreeing a timetable; obtaining additional resources; arranging training required; agreeing interim monitoring review dates.
Performance Review and Appraisal – Reviewing results against objectives; discussing positive and negative variances; interpreting results into personal appraisal; agreeing an individual development plan or remedial training; review promotion or job enlargement prospects.
Further Action – Action appraisal commitments; agree new objectives and action plan.