Performance Workshops ****5 courses

We take great pleasure in proposing a series of performance seminars and workshops for the benefits of your managers and staff

1. Performance Audit (Critical positive and negative gaps)
2. Performance planning and Appraisals ( HR management)
3. Performance Improvement  ( Generic Purposes)
4. Strategic and Performance Budgeting  ( Strategic Planning Purposes)
5. Performance Leadership and Team Building

The aim of these seminars is to improve corporate results through individuals and team strategic and integrated performances.

COURSE BENEFITS

Participants are guided on how to define proper objective, set of challenging goals, to be achieved with the right key results areas and agree to be evaluated on a set of performance indicators.

They shall be able to quantify performance in metrics of their own and that of their subordinates.

With standard tools, they shall be able to benchmarks against performance standards within the company and that of the industry.

In addition, they shall be able to benchmarks against performance standards of the company and that of the industry.

As a result of constant monitoring and communications, they become better team leaders, improving work performance at all levels and segments.

Consistently applied these principles shall generate into performance culture or Kaizen in Japanese, giving positive results for many years to come.

OUR UNIQUE SELLING PROPOSITIONS

Our programs are intensive and computer assisted.  The participants shall take back templates and models to be applied in their work place.

With group dynamics and interactions these workshop could also be applied for the purpose of team building and enhancement.

Please do not hesitate to call us for further information.   We look forward to be of service to you.

Yours sincerely,

ABM Consult

Dr Hj Arriffin Mansor

arriffin@gmail.com

012-2786282

Performance improvement change - 11 steps****

Performance improvement by plugging holes, raising standards, improving competencies, establishing systems and providing incentives.

1. Identify and analyze critical performance gaps - PERFORMANCE AUDIT
• Du Pont ROE Chart
• Benchmarking to Industry leaders
• Variance Analysis
• Key result areas
• pareto 
2. From performance gaps identify critical group and individual non-performers.
3. Plug holes by installing internal control systems and establish corporate governence.
4. Raise standards by best practices identified through benchmarking and innovation.
5. Find the causes through Key Result Areas -  Sensitivity analysis/pareto principle
6. Strategic mapping through BSC perpectives.
• Goal setting
• Key result areas
• Key Performance Indicators
7. Conduct competency profiling of key persons.
• competency gaps by benchmarking to best practices.
• Motivation problem
• system problems
8. Deliver training solutions
9. Develop a viable business model built with appropriate strategies
10. Justify training through ROI training
11. Providing Staff Performance Incentives

Purpose of performance management.

1. the transition to performance improvement
2. consultant who works in the area of training, human resources, organizational development, or performance improvement.
3. alignment with corporate goals
4. to develop and deliver training programs.
5. Performance compensation plans

Critical Performance Gaps

Achieving better corporate results with objective performance appraisals

1. Establish clear goals and targets
2. Establish clear cause effect relationship with the right key result areas.
3. Develop the ability to align strategies to business goals and desired outcomes, 
4. Identify Critical performance gaps
5. identify critical performance gaps, and tap the competencies of key performers to show you the secrets to organizational success.
6. Provide clear performance measurement through key performance  indicators
7. Learn best practices for selecting and implementing solutions. 
8. Take a consultative approach to being a business partner in the change process

Managing Change****

1. What to change?
• Results or performance
• ROE Chart
• Cascading to functional departments
• To sections and individual workers
2. Where to change? -  that gives maximum impact
• Critical performance gaps
• Key Result Areas
• Strategic Maps
3. How to change.
• copycats - best practices
• innovation - when 
4. Measuring change
• Key Performance Indicators
• Key efficiency indicators
5. When to change?
• Performance planning
• Action plan
• Performance recognition
6. How to freeze the change
• Systems design
7. Continuous improvement
• performance planning and appraisals