FMM Institute Centre for Professional Development

Transcription

1 FMM Institute Centre for Professional Development In-House Programme Effective Setting and Managing Key Performance Indicators (KPIs) This programme is designed to address two important areas of management of productivity and growth. The first area is the setting of KPIs and the second area is the managing of performance appraisal. This programme is a practical workshop where participants will be guided through a step-bystep process to help them identify and set their KPIs for themselves and their team members so that productivity and growth of the companies can be tracked, measured and achieved. Participants will learn that the setting of KPIs is not an isolated activity of simple benchmarking but is in fact a practice of a holistic approach for the whole company. Setting KPIs takes into consideration the vision, mission and the strategy of a company to get where it wants to go and what it must achieve to get there. Participants will also learn to design and manage performance appraisal. CONTENTS The Component of Performance Management Key Performance Indicator and Metric What is a metric? What is a Key Performance Indicator (KPI)? What is a dashboard? What is a Balanced Scorecard? The Role of Performance Measures What are the critical success factors of your organisation? Result indicators Performance indicators Key performance indicators Development and the Use of KPIs Discuss and list down the performance indicators of: o Individual job o Team/department Select Key Performance Indicators Performance indicators and impact on productivity Identify the key performance indicators CSFs, KRIs and KPIs What are the Critical Success Factors of your project? What are the Key Results Indicators that you have identified? How do you measure the Key Performance Indicators?

2 KPIs: A Six Point Checklist Measured frequently Acted upon by senior management team Ensuring that all staff understands and measure and why it was chosen Responsibility is assigned to one individual/team Significant impact on the CSF Impacts other performance measures in a positive way Planning for Performance Appraisal Process Developing Employee Performance Appraisal Plan (EPAP) Identifying elements Setting standards Getting employee participation Documenting elements and standards Putting It All Together: The 9-Step Approach in Implementing KPIs Phase I: Initiate Create a project team Align KPIs development with key areas that need improvement Explain the purpose and of the use and development of KPIs Establish an agreed process for KPIs development and use Phase II: Build Identify critical success factors for the organisation Team define yardsticks and select KPIs Phase III: Implement Develop display, reporting and review frameworks at all levels Facilitate the use of KPIs to assist performance improvement Phase IV: Review Refine and modify KPIs to retain their relevance OBJECTIVES At the end of the programme, participants will be able to: Gain a quick overview of the characteristics of Key Performance Indicators (KPIs) Understand how key result indicators, performance indicators and KPIs fit together Identify the why in the question; of all the measures you could have chosen why did you chose these? Articulate the importance of KPI measurement and target setting Articulate the difference between the 3 types of performance measures (result indicators, performance indicators and key performance indicators) Decide which key performance indicators to measure Choose and use key performance indicators for respective departments Develop employee performance appraisal plan How to obtain feedback during the performance year Develop employees Rate and appraise the performance of employees Recommend appropriate actions and rewards based on performance

3 DURATION 2 days (9.00am 5.00pm) METHODOLOGY This training programme invites a lot of practical work from the participants. Samples of the participants KPIs and dashboard status (if any) should provided to the facilitator, 1 week before the commencement of the programme. During the training, participants can actually start determining their KPIs to be achieved in the current year. FACILITATOR Mr Philip Tan Qualifications: Bachelor of Laws (Hons), University of Wolverhampton, UK Practitioners Diploma in International Advertising (Dip.IAA, New York) Cert.Ed (TESOL), Pantai Valley Teachers College, Kuala Lumpur Master in Business Administration, Soft Systems Methodology, University of Hull, UK Higher Group Diploma in Public Relations, Sales Management, Marketing and Advertising (Institute of Commercial Management, Bournemouth, UK) Trained by Prof Robert Flood and his faculty at the University of Hull in Management and Soft Systems Methodology, Philip Tan is a management and soft skills guru, international public speaker, corporate trainer and motivator. He speaks on Marketing, Consultative Selling, the Power of Influence and Negotiating Skills, etc. Philip has both academia and industry experience from a diverse range of career paths that include holding senior positions in tertiary education, dotcom, advertising, marketing and hospitality training. In his dynamic career route, he has held portfolios of dean, vice president and chief executive officer of an international professional organisation championing corporate governance. He was also a Senior Examiner on Promotion Management for the Chartered Institute of Marketing, UK (CIM). Philip continues to share his experience in academia by supervising post-graduates candidates of the University of East London (UEL) in their masters dissertations. Philip is a sought after trainer and facilitator on leadership and management skills, KPIs, Selling Skills, Negotiation Skills, etc He has conducted In-House programmes on Negotiating Skills, Consultative Selling Skills, Persuasion and Influencing Skills, Analytical Thinking Skills, etc. A partial list on the programmes mentioned would include companies such as: SIRIM Berhad Motorola JOTUN

4 ESRI Sdn Bhd Amanah Raya Berhad Al Shaker, LG Aircon Distributors, Kingdom of Saudi Arabia Bank Simpanan Nasional Philip has also trained hundreds of representatives from governmental ministry and large organisations that include: Ministry of Gas and Energy, Tanzania, Premium Nutrients Bhd, TEXCHEM, Education Ventures Sdn Bhd Jebsen and Jessen, SIEMENS, PJ Development BHd, Regency Specialist Hospital, Corus Hotel Group, Cadbury, Ministry of Education, Malaysia, Antah Schindler, Antara Steel Megasteel S/B, National Gross Happiness Commission, Kingdom of Bhutan, Kulicke & Soffa Technology, Fuji Xerox Asia Pacific Pte Ltd, Amanah Raya Berhad, PT.OYL SENTRA MANUFACTURING, Indonesia MISUMI MALAYSIA Sdn Bhd Mesiniaga Berhad SIRIM QAS International Berhad CCM Paragon Car Carpetmakers Sdn Bhd Bristol Technologies S/B Bangladesh Bank, Central Bank of Bangladesh Prudential, LENO Marketing, Johor Port Bhd Malaysia Airports Berhad, Oman Tel, SABIC, Saudi Arabia, GDeX, Bank Negara Malaysia, Machine Knives S/B, Kuala Lumpur Convention Centre (Marketing and Sales Team), Hawley and Hazel (The Darlie Company), Dell Global Business Centre, Sime Darby Lockton Insurance Brokers Sdn Bhd, Sunway Lagoon Sdn Bhd, CBD Properties Sdn Bhd Rotork Actuation Sdn Bhd Cagamas, SIRIM Berhad COMBAT Enterprise Sdn Bhd Parkson Group STEC Technology Sdn Bhd SWEP Malaysia Sdn Bhd (A Dover Company) Yayasan Pendidikan Islam Al-Hassan G.I Shaker Company (LG Aircon Distributor), Kingdom of Saudi Arabia Motorola Technology S/B K-One Technologies S/B Public Services Department, Government of Malaysia (JPA) Glenmarie Properties (A Subsidiary of DRB- Hicom) Among his participants, Philip is known for his applicable tools and job-related content that are delivered in a vibrant pace. He is able to combine soft skills concepts with real life requirements for those on the job. When he is not on the public speaking or corporate training circuit, Philip consults on business performance, strategic management and corporate law. Philip is a registered trainer with PSMB /HRDC.

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