Details

Training Program Description:

The Talent Development and Training program include learning and development activities aimed at enhancing the knowledge, skills, capabilities, and competencies of the workforce to meet the current and future needs of the organization.

General Objective of the Training Program:

The general objective of the program is to provide leaders and HR specialists with a strategic approach to play a key role in diagnosing organizational performance gaps, designing learning and training solutions when appropriate, and justifying the organization's expenditure on these efforts. Talent development and training achieve the main objective for many organizations today, which is to become a "learning organization" that continuously acquires and shares new information, and continually expands its treasure trove of skills, knowledge, and capabilities.

Training Program Topics:

1. Performance Management Process

   •  
   • What is Performance Management?
   • Performance Management System

2.  

3. Performance Appraisal Fundamentals

   •  
   • Performance Appraisal Process
   • Why Performance Appraisal?
   • Setting Employee Goals and Performance Criteria
   • Who Should Conduct the Appraisal?

4.  

5. Performance Appraisal Tools

   •  
   • Performance Appraisal Methods
   • Comparative Methods
   • Narrative Methods
   • Management by Objectives (MBO)
   • Behaviorally Anchored Rating Scales (BARS)

6.  

7. Performance Appraisal Management: Issues and Solutions

   •  
   • Mistakes in Performance Appraisal
   • Managing the Appraisal Interview
   • Documenting Employee Performance
   • Manager's Role in Performance Management
   •  

Detailed Objectives of the Training Program:

By the end of this training program, it is expected that the trainee will be able to:

• Manage and support programs aimed at enhancing knowledge transfer.
• Develop professional development plans in collaboration with supervisors and employees.
• Establish internal social networks (such as employee resource groups) to facilitate knowledge exchange among employees.
• Utilize all available resources (such as vendors) to develop, deliver, and evaluate effective learning and development programs.
• Use best practices to develop and deliver learning and development activities that address gaps in employee competencies and skills.
• Use best practices to assess data related to gaps in employee competencies and skills.
• Establish long-term organizational strategies for talent development.
• Develop strategies to ensure the retention of organizational knowledge.
• Design and oversee efforts to collect data on critical gaps in employee competencies and skills.
• Monitor the effectiveness of programs for emerging leaders and leadership skills development.
• Provide guidance to identify and develop critical competencies that meet talent needs within the organization.