The Strategic HR – Performance Management program is in its active phase.
In these areas, participants are working on how to translate performance management from theory to practice and how to create something that actually works in the organization.
Within the framework, they will begin to work on goal setting — how the main course should be clear, measurable and realistically selected, oriented towards specific goals. Special attention was also paid to how individual goals should be aligned with organizational strategy.
Further participants discussed in more depth the performance management cycle — from planned monitoring to evaluation and final decision. In this context, they will work on different types of metrics and analyze how not only objective but also business goals can be assessed.
A significant part of the course was devoted to assessment tools. Participants practiced a variety of approaches — from self-assessment to 360-degree — and saw how many different pictures a person’s overall level of competence and potential can give us.
Special attention was also paid to talent identification. Participants worked with the 9 Grid Box Matrix, which helped them see how to group collaboration and potential and how to allocate development resources.
These course participants also worked on KPI, MBO, and OKR systems — their differences and practical application strategies. They created their own KPIs, defined target ranges and weights, and worked on the results on a calendar.
A significant part was also devoted to how to combine goal achievement and competency assessment into a single system, which ultimately represented a more complete and manageable management model.
We want to share our knowledge with you. Here are some of the feedbacks received:
“The course was very interesting and well-managed. It will help me in my career development.”
“Qualified and professional lecturers provided us with complete and detailed information. They made the topics easy to understand.”
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