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Performance Management System in Action (The Improved Performance Appraisal)

Course Name Performance Management System in Action (The Improved Performance Appraisal)
HR Best Practices for Line Leaders Series
Schedule May 27, 2019 - May 28, 2019

Monday - Tuesday

8:30 am - 4:30 pm

Price: Php 12,800

More than ever, there is a great need today to bring about every degree of improvement in the productivity of team members to survive the current financial difficulties. This is one of the major concerns addressed by planning and controlling the work output and behavior of subordinates. Effective managers contribute greatly in the achievement of expected results through these functions of planning and controlling. These used to be the concern of the old performance appraisals.

Control is an interesting function because it suggests both positive and negative meanings. Controls are essential to attaining order and allows leaders to be effective in what to do because it sets the conditions under which the expected results should take place. On the other hand, leaders hesitate to take corrective measures when things do not happen as planned.

These functions require critical skills that effective leaders possess to raise the results to the desired level. Performance Management System in Action is designed to respond to the practical needs of leaders in influencing the actions taken by subordinates towards the right direction. This is a practical, fast-paced, and action-oriented program. It highlights the system and interactive phases of objective-setting, progress review evaluation, and improvement planning.


After the course, you will:
1. Explain and apply the frameworks for analyzing non-attainment of desired outputs;
2. Identify and apply the appropriate phases of Performance Management Systems; and
3. Practice the critical guidelines for securing commitment, coaching, and evaluating performance on actual and simulated cases.

Who should attend

The program is designed for line executives, managers, supervisors, and team leaders, who work hand in hand with HR to implement its systems, policies, and procedures.  HR personnel who design and monitor policies may also attend to have a clearer understanding of the responsibilities and difficulties of line leaders.


I. Introduction                                                                                    

  A. Rationale  

  B. Activities 

II.  Assessing current appraisal practices and difficulties 

   A. Definition and objectives of performance appraisal 

   B. Difficulties with current appraisal practices

   C. Group discussion: Best practices

III. Empowering the organization through Performance Management Systems (PMS)

   A. Definition and transformation of PMS

   B. PMS cycle

   C. Conditions necessary for PMS

   D. Types of performance appraisal

IV. Performance planning with objectives

    A. Identifying critical performance areas

    B. Utilizing performance indicators

    C. Formulating objectives

    D. Identifying appropriate rating standards

    E. Using the goal record sheet

    F.  Practicum exercise: Writing specific goals and objectives

    G. Role play: Securing commitment from subordinates

    H. Film showing: One-minute goal setting

V. Conducting progress reviews and feedback

    A. Benefits for rater and ratee

    B. Frequency of progress reviews and feedback

    C. Guidelines for progress reviews and feedback

VI. Recognizing and praising achievements

    A. Rationale for praising

    B. Guidelines for praising

    C. Ways of praising subordinates 

    D. Film showing: One-minute praising

VII. Coaching

    A. Rationale for coaching

    B. Guidelines for improving performance through coaching

    C. Role play: Coaching for improved performance

VIII. Performance evaluation

    A. Phases of evaluating performance

    B. Critical guidelines for discussion

    C. Responding to common appraisal and evaluation comments

    D. Role play: Evaluating performance

IX.  Performance Improvement Planning (PIP)

    A. Definition and rationale of PIP

    B. Guide questions for discussion

    C. Discussion phase

X.  Integration

Resource Speakers
Mr. Armando T. Bongco, Jr

is a Professional Management and Organization Development Consultant specializing in leadership supervisory and management development, strategic planning, performance management, coaching and counseling, training and development, human resource for line leaders, and organization transformation.

He was a Consultant and HRDG Manager of United Laboratories, Inc., Senior Manager for Organization Development and Training Manpower Department of First Holdings Group of Companies, Head for Manpower Training and Development Department of the Human Resources Division of Ayala Group of Companies, and Staff Planning Assistant for the Human Resources Division- San Miguel Corporation.

Mr. Bongco was trained and certified as an official instructor for Problem-Solving and Decision-Making Program by Kepner and Tregoe, Inc., Interaction Management by Development Dimension International, Inc., and Problem Solving and Decision Making by Decision Processes, Inc. He participated and completed numerous seminars conducted by leading foreign and domestic consultancy firms in various areas of HRM.