Converting (transferring) from items balance to programs & performance balance

Converting (transferring) from items balance to programs & performance balance


Date: (12-16/Feb) (14-18/May) (22-26/Oct)

Location: Singapore – Kuala Lumpur – Amman

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Course Overview


After this course you will be able to establish and manage a performance culture, determine Key Results Areas (KRAs), set objectives and Key Performance Indicators (KPIs), and establish the right competencies and behaviors for all the roles in your organization. You will design and define the right performance management system to support your organization’s goals and business objectives, and encourage the development of each individual employee.


Program Objectives:

  1. Support business effectiveness by implementing a best-practice performance management system and performance appraisal process
  1. Understand the three critical components of an effective performance management system – setting objectives, measuring competencies and planning development
  2. Increase overall business and individual employee performance by developing clear and SMART objectives which communicate to your employees what is expected of them


Who Should Attend?

This course will mainly benefit to purchasing managers, senior buyers, project managers, civil engineers, construction managers, contractors, sub-contractors, site engineers, senior management, and government agencies, architects, construction professionals, and anyone responsible for purchasing at a senior level who seeks to enhance their skills further.



Program Outline:


Day 1 – Developing an Effective Feedback Model: Participant Input and Agreement

In this session, participants will examine how they want to be given feedback by their own bosses for the purpose of developing a model they can use with their employees. In addition to the preferences they cite during this discussion, participants will validate the model with input from thousands of supervisors, managers, and employees who have taken this course.


Day 2 – Overcoming Employee Resistance to Feedback: Two Skills for Win-Win Outcomes

Some managers hesitate to give feedback because they fear negative employee reactions and don’t know how to respond. In this segment, participants will learn two skills for effectively handling employee defensiveness, anger, excuses and complaints following feedback.

Day 3 – When Employees Agree to Improve Performance but Don’t: New Agreements

Participants will learn a simple skill that puts responsibility on employees for their own performance improvement when it is not immediately forthcoming. By developing a new agreement that includes progressive discipline steps, they will learn how managers can speed up the improvement process. Through active discussions and practice, those in the course should become comfortable addressing employees’ performance shortcomings.


Day 4 – Using a Powerful Managerial Skill: Positive Reinforcement

Most managers think they give positive feedback effectively, but they don’t. During this discussion of how to use positive reinforcement, participants will learn how to help employees understand the value of their work and motivate them to do their best.


Day 5 – Improving Manager-Employee Work Relationships: More than Feedback Skills

When managers can give feedback effectively and employees can accept it comfortably, other aspects of their work relationship should improve. In this final part of the program, participants will discuss having conversations with their employees that go beyond criticism of personal behavior. Furthermore, they will learn how to identify employees’ needs, clarify expectations and solicit recommendations.