Developing Best Practices for High Performing Organizations
Is your performance management model working for you? Do you know what you are measuring, rewarding and recognizing – and why? Performance management has become a core strategy and management priority, as well as a key linkage point for management and HR practices. However, it has also become somewhat of a trendy and confusing topic that’s often misunderstood, particularly by those who may not recognize its value across an organization.
Best practice performance management is forward-looking and fundamentally based on the unique contextual needs of an organization’s strategic direction and business model, and used to integrate and focus the efforts and outcomes of teams and employees. Our Performance Management program is designed to give participants insights and competency in the key strategies, methods and processes that can be used to realize the benefits of meaningful performance management and successfully drive better accountability, quality, productivity, development, and reward and recognition outcomes. Based on the changing nature of work and job design, our program will also provide participants with insights into emerging and innovative performance management applications with a focus on team, project, and virtual workplace performance.
Learn. Design. Implement
Performance management has become both a strategic imperative and a challenge in an age of dynamic workplace change, talent management, and ever-increasing performance aspirations. As a core enabler of performance optimization and accountability, executive leaders consider it a core management practice and a key ingredient to market competitiveness and relevancy.
Workplace, regulatory, methodological and technological developments over the past five years, however, have made performance management a misunderstood and confusing topic for many organizations, especially for those that do not recognize the interdependencies that cut across management and human resources practices. Performance management processes must be thoughtfully configured, phased-in and actively managed to ensure that related policies and programs are relevant, focused and meaningful for employees and managers alike.
a) Knowledge is Power
We’ll explore the key strategic, methodological and process considerations for contemporary performance management, as well as the strategic trends that are driving greater choice and complexity.
- Learn the fundamentals of performance management
- Examine how practices are being disrupted and transformed to meet the changing nature of work
- Explore a range of macro and micro methods, and emerging alternative practices
- Determine how and what to measure in your organization
- Assess your current programs and processes, including specific applications for executive, managerial and staff workforce segments
b) The Case for Change
Introducing a new performance management system requires a nuanced approach that clearly takes into consideration your context, program choices, implications, and the business case for change. It must also be transparent and engender trust amongst all stakeholders. We’ll show you how to make a contextual assessment and set priorities that align with your goals and management practices.
- Use a series of exercises to set priorities and assess implications for your organization’s unique needs
- Gain an understanding of governance and administrative requirements
- Develop a business case for a new performance management strategy
- Learn about related risk and change management practices
- Explore the role of technology and analytics in performance management
- Investigate alternative and innovative performance management practices
Transforming Knowledge into Action
Learn how to:
- Use applied and theoretical fundamentals of performance management
- Use performance measurement essentials, and identify what and how to measure in your organization
- Understand the trends and issues that are disrupting and defining the performance management agenda
- Develop best practices to meet governance and administrative requirements, as well as the needs of specific executive, managerial and workforce segments
- Integrate performance management systems into interdependent management practices
- Develop a business case for performance management change, and align and evolve your organization’s approach
- Educated leaders and practitioners for a more effective contextual performance management strategy that aligns with the realities of the changing nature of work
- Methods and tools to better understand how and what to measure organizationally, and how to apply the results at the individual and team levels
- Support for processes and decisions that facilitate a more effective future-oriented and performance-driven workplace
- Related HR and management applications to identify talent, motivate teams and optimize rewards and recognition
- Workbook with resources for developing your performance management programs
- Measurement frameworks to evaluate and manage policies, programs and people
- Process tools that can be applied to your organizational planning
- HR managers and professionals developing programs and best practices
- Leaders seeking to improve performance across an organization
Ian Cullwick is a Partner with an international consulting firm, and has served as the Vice-President of HR and Organization Research at the Conference Board of Canada.
Ian specializes in governance effectiveness, performance management, human resources strategy, and organization design. He consults to a broad cross-section of organizations in both the private and public sectors, including high technology companies, financial institutions, crown corporations, health care and not-for-profit organizations. He is also a noted thought leader and has authored a number of articles on organization design, performance management and compensation strategy. Ian also teaches in the Executive MBA program at the Telfer...
Read the full bio for Ian Cullwick
*The roster of speakers is subject to change.
Nov 16-17 & 24-25, 2020 (Half Days): Virtual Seat
Queen’s IRC will deliver this program virtually, and all participants will attend the program live as it happens. Plan to use video, as appropriate, and have a dedicated working space to participate and engage with the class.
May 11-12, 2021 - Ottawa
The program venue has not been finalized. Queen's IRC programs are usually held at a hotel. Please check back at a later date or contact Queen's IRC at 1-888-858-7838 for additional information.
How do I register for a program?
You can register online, call us toll-free at 1-888-858-7838, or email us at firstname.lastname@example.org. Once you register, we will send you a confirmation by email. Information about the program location, check-in time, and the agenda will follow.
How do I pay for the program?
If you are registering online, you may pay by Visa or MasterCard. You may also choose to be invoiced first, and pay by cheque (payable to Queen's University) or credit card. You may also wish to call us with your credit card number to make the payment.
If your organization is tax exempt, we will require a copy of your tax exemption certificate.
Do you offer discounts?
Yes. We offer an Early-Bird discount. If you register 60 days before the start of a program, you will save $300 on the tuition of four- and five-day programs, and $150 on two- and three-day programs.
If you register three people from the same organization in the same program at the same time, you will receive a 10% discount on program fees. If you register five or more people in the same program at the same time, you will receive a 20% discount.
If you know you will be pursuing a Queen's Certificate and would like to remit tuition in one payment before your first program, we offer a special fee with a considerable saving. Contact us at email@example.com for more information.
Please note that only one discount may be applied.
What is included in the registration fee?
Program fees include tuition, workbook materials, lunches, and some dinners. You are responsible for transportation, accommodation, and some meals.
Once I enroll in a program, may I cancel without penalty?
Substitutions are permitted with no penalty 8 days or more from the program start date.
Substitutions 7 days or less before the program start date will be subject to a $500 charge.
Transfers and cancellations are permitted with no penalty up to 15 days prior to the program start date.
Transfers and cancellations 14 days or less from the program start date will be subject to a 100% charge of the program fee.
Where does the program take place?
Our programs typically take place at a hotel. This information can be found in the tab above, called Venue and Accommodations.
I would like to make my travel plans. What are the start and end times for the program?
Performance Management starts at 8:30 a.m. (Registration runs from 8:00 - 8:30 a.m.)
The program finishes by 4:00 p.m. on the last day.
If I am working towards a Queen's IRC Certificate, which course should I take first?
You may take the programs in any order that reflects your learning needs at the time. Our certificates feature a core program or programs that introduce you to what we consider the core competencies of the field. The remaining programs offer a deeper exploration of each area. For this reason, we find that participants in the certificate stream benefit most by taking the foundational program first.
My level of expertise is above the foundational program for the certificate I am working on. Do I still need to take that program to earn a certificate?
Queen's IRC offers participants maximum flexibility to customize their individual training needs. Upon request, participants with advanced expertise may skip the foundational program, and choose another program from our entire program lineup, for credit towards a certificate. Participants must earn 12 credits to earn a certificate.
How long do I have to complete a certificate?
We attach no timeline for achieving your certificate. Once you have earned a credit, you have earned the credit. We do recommend, however, that participants complete their certificate within one to six years. Most people earn their certificates within three years.
What if I want to take one of your programs but do not want to pursue a certificate?
That's fine. All of our programs may be taken individually, and you can mix and match the courses in labour relations, human resources and organization development, depending on your learning needs. At the conclusion of each program, you are given a certificate of completion.
I have taken a custom program with the IRC. Will this count towards a certificate?
Yes. Participants who take an IRC custom program may also use their training days as credits towards a certificate.
If I have other questions, who may I speak with personally?
For a program registration query, please feel free to call us at 1-888-858-7838 or 613-533-6628. To reach the Director and staff members, consult our online directory. To reach one of our facilitators, please contact Stephanie Noel at 613-533-6000 ext. 77088 or firstname.lastname@example.org.