Human resources management, employee relations practitioners, line managers middle and senior managers, and performance management coordinators.

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1 INTEGRATED PERFORMANCE MANAGEMENT AND DEVELOPMENT SYSTEM Overview The single most important factor that determines the effectiveness of a performance management approach is how well the performance indicators and objectives are identified and cascaded down to department, team and individual levels, and more specifically, how well alignment is maintained during that cascading process. It is not uncommon to end up with a situation where staff members are diligently working on activities that seem extremely important in a localised context, but when viewed in a global context do not sum to the overall objectives of the organisation. Only through a systemised approach to performance management and the adoption of a performance management system that guides the rollout of performance indicators can 100% alignment be achieved between the activities of staff and the organisation s strategic objectives. Furthermore, such a system ensures that the performance management principles developed within an organisation are sustained long into the future, and are not diluted or eroded over time. Who should attend? Human resources management, employee relations practitioners, line managers middle and senior managers, and performance management coordinators. Workshop Objectives This workshop is designed for the delegates achieve the following objectives: Design and facilitate implementation of IPMDS, Understand and Identify Key Performance Indicators, Design and implement a monitoring and evaluation system, Integrate IPMDS with other HR management tools and systems, Link with reinforcement strategy through rewards and incentives, Align IPMDS with organizational vision and business strategy, Understand the performance management process, and Gain and understand Performance management skills

2 Workshop Objectives This workshop is designed for the delegates achieve the following objectives: Design and facilitate implementation of IPMDS, Understand and Identify Key Performance Indicators, Design and implement a monitoring and evaluation system, Integrate IPMDS with other HR management tools and systems, Link with reinforcement strategy through rewards and incentives, Align IPMDS with organizational vision and business strategy, Understand the performance management process, and Course Outline The workshop is designed with the following presentation outline The Regulatory Framework that informs Performance Management; The objectives of Performance Management in the workplace; The benefits of Performance Management in relation to strategic goals; The role of the Manager and the role of the Employee in Performance Management Planning Performance preparation documentation The Performance Agreement Record of Coaching sessions Preparation guidelines for conducting a performance review Individual Learning Plan Linking Performance to Reward Clarify & set the objectives of a job; Develop key result areas for a job; Set Key Performance Indicators; Review a candidates performance in a job according to set standards; Plan and prepare for a performance discussion; Conduct a performance discussion; Prepare a personal development plan for worker;

3 Course Benefits At the completion of the workshop the delegates will gain: A clear understanding that of a cohesive performance measurement framework that is established and is easy to understand at all levels of the organisation and that is aligned to and supports company objectives;understanding that accountability for results is clearly assigned and well understood by making sure that all managers and employees understand what they are responsible for in achieving organisational goals and how they will be measured; Performance indicators are chosen such that they provide intelligence for decision makers and are not just a compilation of data; Compensation, rewards, and recognition are directly linked to performance measurements and specific measures of success, sending a clear and unambiguous message to the organisation as to what is important; The system is designed, and is implemented, in such a way as to be positive, not punitive, aimed at helping the organisation identify what works, and what does not, so that corrective action can be taken; Course Duration and Date 1 x day on 28th May 2007 Costs R pp Venue Innovation Hub Auditorium Free parking Course Material Programme outline Integrated Performance Management and Development System overview GUIDELINES: Performance Planning Performance Coaching Performance Feedback Performance Review and Reward

4 About your Workshop Leader After 15 years of working in combined Human Resource Management and Labour Relations Training professions, Zethembe Shandu has gained comprehensive experience in Generalist Human Resources including Training and Development, Performance Management, Labour Relations, and Recruitment and Selection. Zethembe used this comprehensive experience to set up Injobo Management Concepts Company, providing consulting and training solutions. He has gained considerable experience in designing and facilitating Human Resource Management and Employee Relations strategies and solutions practices, career development programmes, and performance management systems and align Human Resources strategy with business strategy. Amongst other projects Zethembe has been involved in: Facilitate Integrated Performance Management and Development system with government departments; Facilitate the performance management evaluation with a City Department to 95% rating; Facilitate performance management evaluation with a Mayor s office to 85% rating; Facilitate Skills Development and Employment Equity strategies with a security and telecommunications companies and government department; Design and facilitate the implementation of Labour Relations strategy with a City department; Working within the senior management team of an international company to design negotiation strategy with the labour movement; Design and facilitate Diversity Management workshops for companies in the communication and mining industries; Fax registration to (012) or to: info@injobo.com

5 Suite U6 Business Enterprise Building, innovation Hub, 0087 Registration Form Date: 28 May 2007 Venue: Innovation Hub Conference Registration Fee R1890 per delegate incl. Registration fee includes lunch, refreshments and full workshops documents Authorisation Tel: Signature: Date: Company Details Company Vat Reg No: Physical Address: Fax: Tel: Fax: Method Payment EFT / Cheque Deposit Bank Details: Acc. Injobd Management Concepts Acc. Number: ABSA *Please indicate dietary preference if required Tel: Fax: Fax to : TERMS AND CONDITIONS: Payment is due 7 days from the date of the workshop This fee does not include accommodation or airfares. All intellectual property rights in all materials produced or distributed by Injobo with regard to this event is reserved & any publication or distributionthereof is prohibited. All cancellations to be in writing & addressed to the Financial Manager no later than 14 days prior to event. No cash refunds will be considerd, however delegate substitutions are welcome. In the event that Injobo cancels theevent, Injobo reserves the right to transfer the booking to an alternate event, all speakers and topics are confirmed at the time of going to press,however Injobo reserves the right to alter this programme without prior notice. Injobo to reschedule such and event timeously