Course Name
Adopting Reliable Performance Management
Schedule
November 25, 2026 - November 27, 2026
November 25, 26 & 27, 2026
Wednesday - Friday
9:00 am – 5:00 pm
Venue: Ateneo Salcedo Campus
130 HV Dela Costa Street, Salcedo Village, City of Makati, Philippines
Early Eagle Rate:
Php 25,500
Valid Until:
November 11, 2026
Description
Performance Management is an ongoing, continuous process of communicating and clarifying job responsibilities, priorities, performance expectations, and development planning that optimizes individual’s performance and aligns with organizational strategic goals.
Of the five stages of performance management (planning, monitoring, developing, rating, rewarding), the process of developing is the most challenging as it requires programs that develop employees and help close skills gaps at an organizational level.
Non-monetary incentives provide varied approaches to employee motivation and satisfaction. These rewards create a positive and motivating work environment that goes beyond financial transactions. Non-monetary incentives encourage sense of loyalty, decreasing the costs associated with high employee turnover.
This course shall extensively discuss how managers and supervisors can maintain and improve employees’ performance in line with the organization’s strategies and objectives, and maximize the value that employees create. It will not be a single activity, but a group of practices that should be approached holistically.
Who should attend
HR line leaders, managers and supervisors of various industries who are involved in performance management (planning, monitoring, developing, rating, rewarding) e.g., Banking, FMCG, Construction, Hotel and Restaurants, Manufacturing, Service, Government, SMEs, Startups.
After the course, participants will be able to:
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Learn extensively the phases of performance management.
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Learn the various non-monetary rewards to performance and productivity and eventually apply them at their respective organizations’ performance management system.
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Know the significance of providing continuous recognition and support to performing employees, and ensuring employees are appreciated in achieving their goals.
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Learn how to identify the employees’ development areas and offer recognition and rewards.
Module 1:
1. Reviewing current Performance Management Program
A. Successes and Difficulties of Process
B. Challenges and Implementation Issues
1. Adopting SHRM and Integrated Talent Management
2. Adapting the Competency Framework
3. Linking Performance Management to Organizational Strategies
4. Valuing JDs, KRAs, KPIs, Workflows
5. Understanding Conditions to Get Results from Employees
Module 2:
1. Applying the Phases of Performance Management
A. Performance Planning
B. Progress Review
C. Improvement Planning / Development Plans
D. Performance Evaluation
E. Rewarding
2. Applying Results-Based Performance Management System
A. Performance Appraisal Approaches
B. Rating
C. Non-rating
3. Application of Appraisal Approaches
4. Raters
5. Policy Issues
6. Timing of Appraisal
7. Legal Considerations
Module 3:
1. Rewarding Performance
A. Pay for Performance (3 P’s)
B. Objective Setting
2. Merit Increase
A. Merit Increase Options
3. Promotions / Job Ladders
4. Performance Bonuses / Incentives
5. Improving Work Performance
A. Kaizen
6. 9 grid performance model
Module 4:
1. Implementing Performance Development Process
A. Performance Development Plan
2. Career Planning
A. Personal Profile
B. Career Pathing
C. Self-Evaluation
3. Crafting Individual Development Plan
Module 5:
1. Learning Engagements
A. Tutoring
B. Modeling
C. Counseling
D. Coaching
E. Mentoring
F. Feedback
Module 6:
1. Applying Non-Monetary Rewards
2. Implementing Strategy
A. Process Model
B. Getting Support
C. Training Plan
D. Auditing the System
E. Implementation Issues
3. Measuring Success
A. Competency Profiling
B. KRA’s and KPI’s
C. Performance Objectives
4. PM for WFH Employees
5. Communication Planning and Momentum Strategies
6. Commitment Planning
A. Dos and Dont's
7. Integration
8. Action Plan
Mr. Jesse Francis N. Rebustillo, FPM is a management and human resource consultant, trainer, keynote speaker, and strategic communications expert with extensive experience in human resource management, organizational development, and workplace learning. He has conducted training and consulting programs on leadership, emotional intelligence, communication, talent management, strategic planning, performance management, customer service, and team alignment for organizations across various industries.
He previously served as Corporate Human Resources Head of the Philippine Daily Inquirer before assuming leadership roles as Assistant Vice President for Sales – Classified Advertising and later Assistant Vice President for Industry Relations. He also served as Editor of the Inquirer's Working People Section and is currently Chairman and Editor of ECOP's Philippine Employer Magazine.
A respected leader in the HR profession, Mr. Rebustillo served as President of the Philippine Society for Training and Development (PSTD), President of the People Management Association of the Philippines (PMAP), and President of the Philippine Association of Professional Speakers (PAPS). He currently serves as Co-Chair of ECOP's Training Committee, a Senior Trainer for ECOP and PMAP, and teaches Human Resource Management in the Master in People Management Program of San Beda Graduate School, Alabang.
Mr. Rebustillo earned his MBA from the Ateneo Graduate School of Business and his BSBA in Management, magna cum laude, from Aquinas University. He also holds diplomas in Human Resource Development, Compensation Management, Labor Relations, and HR Planning and Acquisition from Jose Rizal University, and was recently conferred the Fellow in People Management (FPM) designation and the Registered Speaking Professional (RSP) credential.
