There are many aspects of Performance Management from setting goals and KPIs to performance appraisals; from building the right culture for high performance, to compensation & rewards. In many companies, the logical rationale of tying the rewards to the programs is often assumed to exist and succeeding levels of leaders seldom question or drastically change the way the performance management and reward systems are performed.
But questions need to be asked: Are the company goals driving the employees to do the right things that will bring the company forward? Are the different department KPIs uniting the employees to co-operate and work with one another or causing them to work for the good of the individuals themselves or their departments only? Is the performance management system bringing out the best from each individual employee? Are performance appraisals being used effectively to help bring about improvement and growth? Is the performance appraisal process eagerly awaited or is it a dread both to the employee as well as to the manager? Are the reward systems aligned to the goals and KPIs of the company? Have the rewards become an entitlement rather than a motivator towards right actions?
This 2-day workshop will challenge leaders to explore and examine their current perspective and practices in performance management and rewards and to examine the practices in their companies. It will also educate the participants to share and learn the current typical performance management and rewards practices and help them think critically on what work or doesn’t work. It will enable the participants to formulate what elements of the performance management systems need to be retained, removed, changed or adjusted for effectiveness.
The course will also help the participants learn how to effectively link their rewards systems for greater impact to bring out the best in each of their employees.
(Face-to-face training has resumed with safe distancing and precautionary measures undertaken at our hotel venues which are certified SG Clean. We will continue to adopt a small class size for all our courses)
• To understand the various aspects of Performance Management and critically examine how it functions and whether it fulfills what it is intended to do.
• To understand the various reward elements and its intended purposes.
• To critically examine how typically companies, implement their Performance Management and Rewards systems and understand the reasons for its effectiveness or ineffectiveness.
• To learn how the overall Performance Management system can be realigned to effectively link Performance to Rewards allowing it to bring out the best in each employee.
1. The Performance Management system
• The elements in a Performance Management system (KPIs, Appraisals, rewards, teaming etc)
• The performance management elements and their intended purposes
• Discussions on its effective deployment
2. The Rewards Systems
• Basics of a Compensation and Benefits system
• The different elements of Rewards (Base Pay, Perf bonus, stock options, spot awards, team celebration budgets, suggestion awards, innovation awards, training incentives, scholarship awards, retention bonus, etc)
• The purposes of each element and its effectiveness.
• Essential elements of a Reward system – Differentiation
3. The effective Performance Management and Rewards systems
• Critical elements of an effective performance management and rewards system
• Understanding behavioral analysis in relation to performance
• Understanding the power of Positive Reinforcement
• Importance of Reward Contingency
4. Aligning Performance Management
• A critical look at your companies’ Performance Management system.
• Aligning rewards to Performance
- Is it Contingent on performance?
- Is it promoting co-operation or competition?
- Is it tailored to motivate base on individual perception?
• A plan for an effective Performance Management system
• Presentation & teach
• Brainstorm and Discussions
• Critical examination and Reflections
• Case studies
• Exercises to Redesign, Align, and challenge perspectives
• Action planning and sharing for accountability
Who should attend
Senior HR Executives, HR Supervisors, Assistant HR Managers, HR Managers, Senior Managers and Leaders.
Benefits of Attending This Course
Participants would get an overview of Performance Management & Rewards systems and its intended purposes and to critically examine how it is implemented.
Participants will gain a better understanding of the various aspects of Performance Management and how they are typically implemented. They will also have a better understanding of the basics of Compensation and Benefit and the various components of reward systems and how they are used. They will also be challenged and taught in how to realign and redesign the various elements of the performance management and rewards for better effectiveness in bringing out the best in each of their employees.
What questions this training programme provides answers to:
• What are the various elements of a Performance Management system?
• What are the components of Reward systems (C&B) and their usage?
• How to design and align an effective Performance Management system
• What are the elements of behavioral analytics related to performance?
• What is positive reinforcement and what is its impact when employed correctly to drive performance?
• What need to be done to have a Performance Management system that works?
Tay Cheng Hoo has more than 30 years of working experience with MNCs both in Singapore and in the United States. He has worked for big American MNCs like Texas Instruments and Micron Semiconductors and also at a German MNC – Rohde & Schwarz.
Cheng Hoo’s career spans both the technical and non-technical fields. He has held management positions in Product & Test Engineering, Quality Assurance, Equipment Engineering and Operations, Facility Management as well as Human Resource management. He also spent four years as an expatriate in the United States in helping to start up a new Joint Venture Wafer Fabrication facility. While at Texas Instruments, he helped led the company in the drive to improve the overall quality systems that culminated in the company winning the inaugural Singapore Quality Award in 1995.
During his time at Micron Semiconductor, Cheng Hoo’s transits into the Human Resource area by heading up the Compensation and Benefits department which includes the Asia-Pac region. He subsequently held position as an HR Director in both Micron Semiconductor and later at Rohde & Schwarz. In that capacity, he also transits the Micron HR function into the HR Share Services – Business Partner model.
While at Micron Semiconductor, Cheng Hoo also conducted several Compensation related training for managers. He also regularly conducts “Problem Solving and Decision Making” training.
Cheng Hoo has a strong passion in enabling people effectiveness and getting them engaged, and motivated towards high performance. He has special interest in understanding behavioral analysis and using them to effectively bring out the best in people. Having been in various management positions , he has also developed a strong understanding of the elements that makes for a good leader at various levels of their leadership position. He enjoys developing people and organizations through the strengthening of its organizational structure, and through engaging and developing good leaders.
Cheng Hoo was a valued member of the HR Alliance which was formed by the Ministry of Manpower to selectively invite and consult industry HR leaders on various initiatives advanced by the MOM. He also sits on the panel of advisors in the Electrical and Electronics Engineering Department of the Singapore Polytechnic to help shape the EE curriculum according to industry needs.
Cheng Hoo graduated with honors from an Australian University with a degree in Electrical & Computer Engineering. He also holds an Advance Certificate in Training and Assessment (ACTA).
• Date to be advised (1st Run)
Duration / Venue
• Two days
• 9 am to 5.30 pm
• Hotel Seminar Room
A Certificate of Attendance will be awarded at the end of the course.
• S$ 850 for Community
• S$ 880 for Non-Subscribers
• Skills Connect Reference CRS-N-0049461.
• Skills Future Credit for Self-Sponsored Singaporeans aged 25 and above.
• Coffee & tea with snacks during the morning and afternoon breaks
• Buffet lunch with vegetarian & halal options