People Performance and Business Plans
HOW DOES A SMALL TO MEDIUM SIZED, BUSY, GROWING BUSINESS GET IT'S BUSINESS PLANNING ORGANIZED AND HOW DOES IT ENSURE THAT PEOPLE PERFORMANCE AND REWARD ARE LINKED INTO THE BUSINESS PLAN? ALSO DEALS WITH DIRECTIONAL AND SUPPORT FRAMEWORKS FOR YOUR BUSINESS
What people are saying - Write a review
We haven't found any reviews in the usual places.
achieve alignment Annual Budget Annual Performance Review ANNUAL REVIEW ARTICULATE THE REQUIRED Bonus schemes boss Business Plan Chief Executive cont’d EMOTIONAL CONTRACTS cont’d MANAGING REWARD cont’d Reward Guideline cont’d Reward Philosophy Developing the Support Directional Framework Putting discussion employees Engaging the whole enlightened self-interest ensure exit strategy five Engaging flex FOUR THE LEARNING Framework Action Plan Framework Putting numbers high performers individual’s Introduction cont’d KEY RESULT AREAS Learning Organization line managers Management and Teamwork MANAGING REWARD cont’d Managing the Performance Organic Organization Design Organization Structure organization’s Organizational Performance cont’d EMOTIONAL Performance cont’d MANAGING Performance cont’d Reward Performance Managing Performance Review Process Performance The Performance Planning and Control Planning Cycle Features poor performance REGULAR REVIEWS responsibility Review Process Managing REWARD cont’d Reward Reward Guideline cont’d role Setting the Directional seven Timetables six People Performance Strategic Review Three Leadership Timetables for Planning Tom Kennedy top team VALUES AND BEHAVIOURS whole Organization Cont’d