Performance Management Fundamentals

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1 Management Development Center DePaul University 1 E. Jackson Blvd. Suite 7000 Chicago, IL Voice: (312) Fax: (312)

2 Who Should Attend? CEO's, CFO's, HR executives and other management/ supervisory professionals who have an interest in increasing the performance of their human capital. Also, people involved in leadership development and employee retention initiatives should attend this program. Why Leadership in a Changing Economy? Performance management is absolutely critical to the success of any organization. This program will provide attendees with a thorough understanding on why performance management is essential in identifying, keeping and developing your companys' talent. Learn about performance management best practices, become aware of different performance management components and develop your ability to create and leverage your organizations' performance management strategy. This session will give you the knowledge to create a robust performance management strategy that is simple, scalable and powerful. An absolute must for any leader trying to win the war for talent!! The Goals Goals of the course include introducing participants to the importance of performance management strategies to an organizations success. Attendees will get exposed to key concepts of performance management through presentation of best practices. The course will help participants evaluate performance management systems by introducing people performance metrics and indicators. The Topics The day and ½ course will be broken down into three modules: a. Module 1: An overview of performance management. Learn why performance management is important in the war for talent. Provide exposure to the components of Performance Management Systems. Lastly, this module will introduce best practices in the area of performance management processes. b. Module 2: Evaluating performance management programs. In this module, participants are exposed to the desired outcomes of effective performance management systems. They will learn how to develop key metrics to evaluate their existing performance management systems. Discussed will be the importance of having performance management systems clearly differentiate star performers from poor performers. Employee development will also be addressed. 2

3 c. Module 3: Developing Performance Management Skills. Participants will learn how to conduct performance reviews, provide employee coaching, how to clarify roles/responsibilities and how to deal with employees who need remedial action. This prepares attendees to increase the performance of their employees. Outcomes After participating in this certificate program, attendees will be able to create or enhance their performance management system. Attendess will leave with a better understanding how to leverage their performance management systems to increase people and company performance. People willl learn how to incorporate key performance management principles into their people processses to help identify star and poor performers. They will incorporate people metrics to determine strengths and weaknesses in their performance management plan. Also discussed will be the performance management components that should be instituted based on company size and stage of development. Finallly, attendees will be better able to comprehend the role performance management plays in winning the war for talent. Program Dates Location/Times Spring 2002 Loop Campus Thurs., May 23, 2002: 9:00 a.m. - 5:00 p.m. Friday, May 24, 2002: 9:00 a.m. - 5:00 p.m. Campus Location Loop Campus The DePaul Center 1 East Jackson Boulevard Chicago, IL Faculty DePaul University's Management Development Center features professors from DePaul's Department of Management, who teach in conjunction with top business professionals from the Chicagoland area. 3

4 Faculty Expertise Dr. Robert Rodriguez Dr. Robert Rodriguez is a Principal of eventure Leaders LLC, where he leads the firms human capital services practice with a focus on technology companies. Prior to joining eventure Leaders Robert was a Principal of IdeaDelivery, where he concentrated on helping Chicago startup technology companies develop their HR infrastructure and provided additional support in the area of employee training, leadership development, culture assessment, and workforce planning. Prior to IdeaDelivery, Dr. Rodriguez held HR roles at two startup organizations, Catalyst Solutions, LLC and JigZaw, Inc. At Catalyst, a technology consulting company based in the UK, Robert helped to build and staff their first North America office in Chicago. At JigZaw, a software and consulting organization focusing on the work/life balance space, Robert was the Chief People Officer with overall responsibility for HR matters and also acted as consultant in helping clients structure work/life initiatives. Prior to getting immersed in the technology space, Robert spent 10 years in HR leadership roles at 3M, BPAmoco and RR Donnelley & Sons. This experience allowed Robert to develop strong fundamental HR skills by participating in leading edge HR practices. Robert holds a Ph.D. in Organization Development and a master's degree in Human Resource Management. He is also an adjunct professor at DePaul University where he teaches MBA courses in Strategic Human Resources and Leadership Behavior. He is the founder and president of a leading regional development organization consisting of HR practitioners at 75 technology companies in Chicago. Robert is on the advisory board for ibart.com, a bartering organization based in Chicago. He is also a member of the advisory board for DePaul's Ryan Center for Creativity and Innovation. He is a frequent article contributor to the Chicago Tribune and he has been quoted in several publications dealing with human capital issues. 4

5 The Cost The entire program must be paid for prior to the program start date, at a cost of $1,200. Materials are included. Tuition deferment options are no longer available. Refunds will be granted on a pro-rated basis determined according to the MDC student handbook, less an administrative fee of $150. 5

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