Reinventing Performance Management: Best Practices for Optimal Business


This course is in Greek.


Course description:
Managing staff performance is a widely used human resource management practice whose main purpose is to measure performance through an assessment based on the employee's performance as well his/her potential for progress and development. Specifically, it consists of a process of identifying and recording the employee's performance in relation to the requirements of the job for which he/she is intended. An good staff evaluation and performance management approach aims at the effective, objective and systematic evaluation of staff through the assessment of the employees' skills required to in order to:

  • respond effectively to the requirements of the position and goals set
  • know how to improve performance
  • know the potential for further development, development and reward

Additionally, this approach can provide a valuable measure and criterion that can be used for the purpose of promoting or changing of positions within the organization.

In the post-crisis era, many organizations have begun to question their existing performance management systems and have made major revisions/changes/installations of new systems. These are based on current trends, surveys and good practices that derive from many years of using such systems. Consequently, all those involved in the implementation of such an evaluation should acquire or develop the knowledge and skills required, so that they can not only implement it properly, but can also make a constructive contribution in its correct application where it concerns their own responsibilities or their own department.

It is imperative that executives become educated on the proper establishment and application of holistic systems for performance management. This course will provide participants with the appropriate knowledge and tools as well as current best practices to implement the performance management system in their organization in order to enhance the proficiency and competencies of their staff and improve their efficiency and productivity.


Course aims:
The course aims to provide the appropriate knowledge and skills to staff as well as to senior/supervisory personnel, for the proper and effective assessment of the employees of an organization.

The main objectives of the course for the participants are:

  • to acquire the necessary knowledge and develop the relevant skills so that one performance management system can work efficiently
  • to provide them with the necessary knowledge on performance management systems as well as good practices applied abroad, how they have evolved through the years and the use of such systems and their adaptation to Cyprus
  • to help them get acquainted with the skills required for objective assessments and correct feedback 
  • to be able to provide feedback (negative or positive) in a constructive manner
  • to learn models in order to set targets for themselves and for the staff
  • to explain to their staff the necessary personal changes that should be applied in order to adapt to new situations
  • be able to critically review their organization's evaluation system and be able to make suggestions to adapt to their particular needs
  • be able to draw on training needs arising from the evaluation system;
  • to enhance organization's education and development plan.


The course is addressed to:
Human Resources Executives, Senior Executives, Department Heads, Supervisors and all those involved in formulating and implementing performance management systems.


This course can be offered in-house, customised to your business needs.


  • What is evaluation and performance management?
  • What is its purpose?
  • Importance of performance management systems
  • Historical overview and types of performance management systems
  • Best practices in performance management

Reinventing Performance Management: Best Practices for Optimal Business
  • Main features
  • System objectives
  • System procedures
  • Assessment cycle
  • Frequency
  • Gravity
Presentation of Assessment Systems & Relevant Forms
  • What are KPIs?
  • Identifying indicators linked to productivity
  • What are job descriptions and performance indicators which relate to departments/positions in an organization
  • 2 categories (Objective method Vs Subjective method)
  • Examples of methods of assessment:

1. Assessment centres
2. Cognitive tests
3. Structured interview
4. Personality tests
5. Work samples and simulations
6. Behaviourally anchored rating scales (BARS)
7. Management by Objectives method

  • Why objectives set?
  • How objectives are defined in a performance management system
  • Target-setting (SMART model) - Targets should be:
  1. Specific
  2. Measurable
  3. Attainable
  4. Relative
  5. Time bound - With a time horizon
  • Linking goals with KPIs
  • Software systems (e.g. SAP)
  • Automation
  • Leniency-Strictness
  • Central trend - Uniform evaluation
  • Prejudice and bias
  • Perception and Predisposition
  • Difficulty accepting criticism
  • Contrasting opinions
  • Recency
  • Halo effect
  • The error of first impressions
  • Focus on the annual meeting
Traps and Other Performance Management System Problems

Stage 1: Prepare for the assessment meeting

  • staff records
  • job descriptions
  • objectives and organizational strategy

Stage 2: During the meeting

  • communication skills
  • stimulation techniques
  • managerial skills

Stage 3: After the assessment session

  • follow up
  • guidance
  • feedback
  • Communication skills
  1.   verbal (oral/written)
  2.   non-verbal
  • Emotional Intelligence - Empathy
  • Assertiveness
  • Key features of coaching
  • The coaching process
  • Yes and no coaching
  • GROW Model

Coaching as Useful/Necessary Tool in the Evaluation Process
  • The power of feedback
  • The power of the frequent and prompt feedback
  • Positive and negative feedback
  • Constructive criticism
  • Assessment of capabilities
  • Identification of weaknesses and capabilities
  • 360 degree feedback
  • Creating a plan for improvement
Feedback as a Useful/Necessary Tool in the Evaluation Process

Sources and procedures for recognizing needs:

  • Individual training needs
  • Organizational needs
  • Departmental needs
  • Methods and tools to cover educational needs
  • Drawing up a training plan and budget
  • The role of the human resources department (if applicable)
Regognition of training needs through the assessment procedure


Class hours

08:30 - 16:30


HRDA Approved

Training certificate

Human Resource Development Authority of Cyprus (HRDA)



Mode of study


Method of instruction




Educational material



not required



Course Instructors

Anna Xinisteri
General Manager KESEA

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Course Locations


  • Strovolos Cultural Centre, Archiepiskopou Kyprianou 34, Strovolos, 2059, Nicosia, Cyprus

For more info call us on:

+357 22398000


Quick and Easy Registration

For Companies and Unemployed Individuals, the prices shown below are after the deduction of the HRDA subsidy.

More information is provided during the registration process, including the HRDA Terms and Conditions for eligibility.

VAT (19%) is included on the prices below.


Unemployed (CY)


Payment: JCC

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1st - 8th -100.00% 0.00€

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+357 22398000
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International and non- HRDA eligible


Payment: JCC

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1st - 8th -15.00% 336.83€

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Company (CY)


Payment: JCC

Discount Policies
1st -0.00% 158.27€
2nd -10.00% 118.64€
3rd - 10th -15.00% 110.39€

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+357 22398000
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