Managing Human Performance Seminar

Managing-Peoples-Performance

March 21, 2020
8:00 AM – 4:00 PM | Saturday
Project T Solutions Bonifacio Global City Taguig, Philippines

Managing and leading this new millennium workforce is a challenge that company supervisors have to face every day. It is the responsibility of the organization to ensure that the leaders are equipped with the necessary knowledge and skills not only to manage the day to day activities but to motivate people to excel in their jobs. More often than not, whenever problems arise in the workplace, the immediate solution is training. However, 80% of the time, the problem is not the person doing the job but the system within which the person operates. Therefore, no amount of training will solve the performance problem.

Managers need to identify the true cause of the performance problem they are facing to be able to make the proper intervention. Correct cure can only be given with correct diagnosis. But we don’t stop at diagnosis. Managers also need to apply effective performance discussions and interventions that will motivate subordinates to change according to, or even better than, performance expectations. Understanding the human performance system would result to applying skills not only in conducting disciplinary discussions, but more importantly, preventing problems from escalating to disciplinary situations.

Objectives:

  1. Apply the concept of the human performance system in diagnosing and preventing problems in the workplace
  2. Use the process for Gaining Agreement and Empathic Listening skills in conducting performance discussions to improve performance
  3. Brainstorm on possible interventions to performance problems encountered on the job.

Course Outline:

I. Course Overview and Unfreezing Exercise

II. The Human Performance System: Why people fail to perform

III. Factors affecting human performance

  • Expectations (clarifying expected performance level)
  • Feedback (practice giving effective feedback on performance)
  • Consequence (giving correct and appropriate consequence to good and bad performance)
  • Job/Task (removing obstacles to good performance)
  • Performer (identifying competencies and placing workers in the right positions)

IV. Skills in Conducting Performance Discussions to Improve Performance

  • Identifying Disciplinary and Non-Disciplinary Problems
  • Process for Gaining Agreement
  • Using Empathic Listening in Performance Discussion
  • Simulation: Conducting Performance Discussions

V. Planning for Improved Performance of Subordinates