To ensure that the performance management system established or to be established in the company is integrated on the basis of goals and competencies, and to develop a set of skills that business leaders need when evaluating performance. These are the skills that a leader may need in the performance management process.

Setting goals, expressing expectations clearly and precisely, managing difficult employees who show resistance and get into psychological games, managing emotions in cases of anger and resentment, assigning the right task to the right person, creating high-performance teams, coaching employees and raising people are the performance management skills needed to be fair. In this direction, it is aimed to extract the potential of the person by positively provoking them with a coaching approach and to establish, implement and develop a system that will turn this potential into performance.

What are the Changing World and World Trends?
What Droughts Companies? What Makes Green?
What is Expected from Managers in the New Century?
What are the New Approaches in Human Resources Management?
Performance Management Roadmap in Human Resources Management
Stages of Strategic Planning and the Place of Performance Management in Strategic Planning
Establishing Vision-Mission and Core Values
Establishing Strategic Objectives, Critical Success Factors and Targets
What is Performance? What is Performance Evaluation?
What is a Performance Management System?
Elements of Performance Management System
Why do we evaluate performance?
Why Performance Management System?
What are the Objectives of Performance Evaluation?
What is the Importance of Measurement in Performance Evaluation?
Performance Management System and Performance Appraisal Process Maps
Roadmap for Establishing a Target and Competency Based Performance Management System
Competency Definitions and Characteristics of Competencies
Classification of Competencies
Creating a Competency Glossary
Assigning Relevant Competencies to Positions from the Competency Dictionary
Are We Evaluating Performance? Potential? Or Both? And How?
Assessing Competencies
Use, Weighting and Evaluation of Targets in Performance Management System
Performance Appraisal Interview Techniques (Notification or Feedback?)

Techniques for Giving and Receiving Feedback with Coaching Approach
Making Individual Development Plans
What are the Critical Errors in Evaluation and How to Prevent Them?

For a Successful Performance Management System;

Performance appraisal process calendar, teaching how to use performance appraisal results in bonus systems and other human resources processes, case and video studies and applications and giving feedback to each participant, taking questions from each participant about their own company practices and giving suggestions about solution methods