Gain practical skills to implement effective Performance Improvement Plans (PIPs) and confidently address employee underperformance in your organization.

Introduction

In today’s dynamic and highly regulated workplace, managing employee underperformance is both a strategic necessity and a leadership responsibility.

A Performance Improvement Plan (PIP) is not merely a disciplinary tool, it is a developmental intervention designed to support employees in closing performance gaps and achieving expected standards, while ensuring fair treatment across diverse employment types.

In Singapore, PIPs must align with fair employment practices and labour regulations, ensuring employees are given genuine opportunities to improve.

Performance issues, when handled effectively, can transform employees and strengthen organisational capability and drive sustainable business results.

This one-day intensive programme provides a structured, end-to-end approach to developing, communicating, and managing PIPs for various contract types, including full-time, part-time, flexi-hour, remote, and freelance roles.

Participants will also gain insights into Singapore’s labour regulations and ethical considerations, learn strategies for setting achievable goals, practice the skills needed to support employee growth through tailored PIPs — while integrating some AI tools to enhance decision-making, documentation and performance tracking.

Course Details: 

Learning Objectives

• Understand the purpose, structure, and legal considerations of PIPs within Singapore’s employment framework.

• Apply structured approaches for managing underperformance across different employment types.

• Develop fair, transparent, and measurable PIPs aligned with organisational goals.

• Conduct effective PIP meetings with clarity, professionalism, empathy, providing clear goals, constructive feedback and resources for improvement.

• Monitor, document progress and adapt PIP strategies for diverse work arrangements, ensuring ethical compliance and consistent support.

• Use AI tools to enhance performance tracking and decision-making.

Outline

1. Overview of Performance Improvement Plans (PIP)

• Definition, purpose, and role of PIPs in performance management

• Alignment with fair employment practices and organisational policies

• Legal and ethical implications in Singapore’s workplace including termination risks

 

2. Understanding Employment Contracts in Singapore

• Full-Time Employment: Standard PIP processes and expectations

• Part-Time Employment: Adjusting PIPs for reduced hours and flexible scheduling

• Temporary/Contract Workers: Defining short-term goals and managing expectations

• Flexi-Hour Employees: Setting goals adaptable to non-standard working hours

• Work-from-Home Employees: Remote communication and clear output metrics

• Freelancers/Independent Contractors: Addressing challenges and aligning with project outcomes

• Interns and Trainees: Supportive approach for developmental roles

 

3. Structuring PIPs for Various Employment Types

• Customizing PIP Goals and KPIs

• Full-time, part-time, and temporary staff: Goal setting and timeline adjustments

• Flexi-hour employees: Aligning PIPs with unique work hours

• Remote work and hybrid roles: PIPs based on deliverables rather than physical presence

• Ensuring fairness, clarity, and legal compliance

• Accurate records of all PIP conversations and adjustments for each contract type

 

4. Conducting Effective PIP Meetings

• Structuring PIP discussions

• Tailoring meeting structures for different contract types

• Techniques for remote and in-office discussions.

• Step-by-step records in compliance with local labour standards

• Delivering clear, constructive and evidence-based feedback

• Offering resources for improvement.

Outline

5. Monitoring Progress & Providing Support

• Setting review intervals according to employment type and workload

• Handling remote, hybrid, and flexible workforce challenges

• Leveraging technology for tracking performance, especially for remote roles

• Measuring performance based on outputs rather than presence

• Flexibility in monitoring and adapting criteria to ensure fairness across diverse roles

• Coaching and supporting employees throughout the PIP

 

6. Conclusion of the PIP Process

• Criteria for PIP completion or next steps for each employment contract type

• Ethical considerations in documenting outcomes and maintaining confidentiality

• When to extend, re-evaluate, or escalate actions

• Handling termination decisions fairly and legally

 

7. Case Studies in Singapore’s Work Environment

• Real-life scenarios across different employment types

• Group discussion and role-play exercises for PIPsetup, feedback and performance review conversations

 

8. Drafting a PIP Document

• Drafting and reviewing PIP documents

• Peer review and feedback on drafted PIPs.

• Developing PIPs that are practical, compliant and impactful

Methodology

• Interactive lectures and expert-led discussions

• Real-world case studies based on Singapore workplace scenarios

• Role-play and simulation exercises

• AI-enabled tools and frameworks for practical application

 

Who should attend

• HR professionals and HR business partners

• Line managers and supervisors

• Team leaders and department heads

• Anyone responsible for managing employee performance

Trainer

Michael Giam is an international business professional with decades of senior management experience working in highly complex and cross-cultural business environments. Michael’s international breadth of experience spans both in public institutions and private corporations focusing mainly on business fundamentals and human capital to establish clear and achievable strategic business goals.

From a Senior HR Business Partner to Senior Vice President, Michael has worked for several MNCs including CWT Distribution Limited (Singapore), International Data Corporation (USA), the Millennium & Copthorne International Hotels Group (Singapore), Marriott International (in China) and Melco China Resorts (Holding) Limited (Macau). In his tenure at CWT, Michael was appointed by the CEO as the Management Representative to lead in corporate culture development and change. He has developed, implemented and coached several action programs that were necessary in the development of a learning culture within the organization and beyond. In 2003, Michael was selected by the industry to become one of the Executive Committee Members representing the Singapore hospitality industry to provide value-added initiatives and plans to the local government in enhancing the skills and value of the local workforce. He is active in helping the community, especially those unemployed and in poverty to reskill them and bring them back to the workforce.

In recent years Michael worked in China for Marriott to open new properties and some of its flagship hotels. Michael also worked for the Society of Petroleum Engineers in Malaysia as their Asia Pacific Director of Operations responsible for organizing and managing industry-related MICE activities. In his tenure, he has also developed good relationship with key stakeholders and decision makers in many national oil companies and international oil and gas corporations. Michael also worked as an independent consultant handling several pre-opening and restructuring projects. This include assisting the GM in opening the first Wyndham flagship hotel in Singapore; worked as an interim General Manager to open an exclusive club for arts & culture professionals in Guangzhou; developed and implement a comprehensive strategic Customer Service Excellence Program for United Overseas Bank in China as well as providing professional HR service & consultation to the new rebranded Hotel Jen in Singapore.

Michael has always been interested to develop the next generation of talents and leaders. Since 1995, Michael has served as an adjunct faculty for several local and foreign universities as well as some adult learning institutions on topics including Human Resource Management, Coaching & Counselling, Business Contract & Maritime Law, Organizational Behavior, Customer Service Training and many others.

Michael received his MBA from an Australian University and holds an Advanced Certificate in Training and Assessment (Facilitated Learning). He is a registered Practicing Management Consultant (PMC), a recognized SkillsFuture Mentor for SMEs in Singapore and also a Certified Senior Professional with IHRP Singapore.

Administrative Details:

Scheduled Dates

• 24 September 2026  (Face-to-Face)  (2nd Run) - Confirmed

• 20 January 2027  (Face-to-Face)  (3rd Run)

Online/Virtual

• Available for in-company customised training

Duration / Venue

• One day

• 9.00 am to 5.00 pm

• Hotel Grand Pacific Singapore  (2nd Run)

Certification

A Certificate of Attendance will be awarded at the end of the course.

 

Cost

• S$ 566.80 w/GST (S$520.00) for Community/Corporate Subscriber

• S$ 599.50 w/GST (S$550.00) for Non-Subscriber

Funding

• Grants/Subsidies/SkillsFuture Credit are not applicable.

IHRP CPD Hours 

• 7

(Please refer to the IHRP website)

Refreshment

• Coffee & tea with snacks during the morning and afternoon breaks

• Lunch will be provided

Past Participants:

Past Participants' Comments

Past Participant Organisations

• Chemical Specialties (S) Pte Ltd

• Samudera Shipping Line Ltd, SCREEN SPE Singapore Pte Ltd