Program objective
Enable managers to connect business priorities with clear performance objectives, meaningful KPIs and constructive review conversations. Participants design credible measures and targets, examine incentives and use evidence to guide improvement.
Who this suits
Managers, HR professionals, analysts and performance owners responsible for objectives, KPIs or review processes.
Professional objectives
- Translate business priorities into meaningful objectives and balanced measures.
- Design transparent KPI definitions, targets and review processes.
- Conduct evidence-based conversations that improve performance and accountability.
Key learning outcomes
- Rewrite weak objectives and build a strategy-to-role alignment map.
- Create a balanced scorecard and explain the purpose of each indicator.
- Produce a KPI dictionary and reconcile a sample calculation.
- Complete a target-setting case and a scorecard risk review.
- Conduct a review role play and document a measurable improvement agreement.
- Deliver a performance-review calendar and follow-up tracker.
Module map
- 1.Objectives and performance alignment
- 2.Measure selection and scorecard balance
- 3.KPI definitions and data integrity
- 4.Targets, calibration and unintended behavior
- 5.Feedback and performance improvement
- 6.Review cadence and business impact
Modules in detail
1
Objectives and performance alignment
Theory & concepts
Translate strategic priorities into team and individual contributions. Apply SMART criteria without confusing measurable activity with a valuable result, and clarify expectations, ownership and the period over which performance is assessed. Translate strategic outcomes into role contributions and avoid objectives based solely on attendance or activity. Check specificity, ownership, controllability and the time period for assessing results.
Professional application
Clarify the business result and the contribution that the role can reasonably influence. Rewrite activity-based objectives so expectations are understandable and assessable.
Hands-on exercise & output
Rewrite weak objectives and build a strategy-to-role alignment map.
2
Measure selection and scorecard balance
Theory & concepts
Distinguish inputs, activities, outputs and outcomes, and compare leading and lagging indicators. Select a manageable scorecard that balances quality, timeliness, cost and customer or stakeholder impact. Compare leading and lagging measures across quality, speed, cost and stakeholder value. Identify redundant indicators and distinguish a useful diagnostic measure from a target that should drive accountability.
Professional application
Balance speed, quality, cost and stakeholder value. Examine how improving one measure could damage another and select a manageable set that supports sound decisions.
Hands-on exercise & output
Create a balanced scorecard and explain the purpose of each indicator.
3
KPI definitions and data integrity
Theory & concepts
Document each measure's purpose, formula, source, owner and reporting frequency. Check exclusions, baselines and data limitations, and identify how inconsistent definitions or weak data could distort a performance discussion. Specify formula, numerator, denominator, data source, exclusions and reporting frequency. Test whether different users would calculate the same result from the definition.
Professional application
Test KPI definitions using the same sample data across different reviewers. Resolve inconsistent inclusions, exclusions and time periods before using the measure for accountability.
Hands-on exercise & output
Produce a KPI dictionary and reconcile a sample calculation.
4
Targets, calibration and unintended behavior
Theory & concepts
Set targets using context, capacity and evidence rather than arbitrary increases. Test for gaming and conflicting incentives, and use calibration to improve consistency while recognizing differences between roles and operating conditions. Use baseline performance, capacity and context to challenge arbitrary targets. Examine gaming, conflicting incentives and rating bias, then calibrate expectations across comparable roles.
Professional application
Use relevant baselines and operating conditions to assess target realism. Identify incentives to manipulate the measure and introduce checks that protect the intended behavior.
Hands-on exercise & output
Complete a target-setting case and a scorecard risk review.
5
Feedback and performance improvement
Theory & concepts
Prepare a review using specific evidence and clear standards. Investigate capability, motivation and resource barriers, then agree feedback, support and corrective actions with documented responsibilities and review dates. Use observed evidence, employee input and root-cause questions to guide the review. Distinguish recognition, coaching, resource support and formal performance action.
Professional application
Prepare a performance conversation that explains the result and explores the cause. Agree an action, support and review point that respond to the evidence rather than the rating alone.
Hands-on exercise & output
Conduct a review role play and document a measurable improvement agreement.
6
Review cadence and business impact
Theory & concepts
Design regular check-ins that turn performance information into decisions. Track agreed actions, review whether measures remain useful and build a practical scorecard and follow-up routine for workplace use. Design check-ins around decisions and agreed actions rather than retrospective scoring. Review the continuing usefulness of measures and close overdue commitments consistently.
Professional application
Distinguish regular monitoring from a deeper performance review. Remove measures that no longer inform decisions and maintain a clear record of commitments and improvement outcomes.
Hands-on exercise & output
Deliver a performance-review calendar and follow-up tracker.
Integrated assignment
Build a scorecard with documented KPI definitions, targets and data responsibilities, then rehearse a performance conversation based on the results.
Delivery & methodology
Format
Part-time professional training
Attendance
Face-to-face · Live online
Location
Dubai / UAE for face-to-face cohorts; online attendance available
Timing
Session hours, timetable, venue and cohort availability are confirmed in joining instructions.
- Pre-course needs and learning-goals assessment
- Facilitated theory and professional concepts
- Guided demonstrations, case analysis and hands-on exercises
- Application to workplace decisions, with discussion and feedback
- Post-course learning review and a personal application plan
Assessment & application
Before
Identify your role, experience, priority objectives and a workplace task you want to improve. Record a baseline confidence rating with an example of current capability.
During
Review module exercises for accurate use of the method, evidence supporting decisions, relevance to the case and clarity of the completed output. Use facilitator and peer feedback to refine the work.
After
Compare the completed assignment with your initial objectives. Explain the decisions made, identify remaining gaps and record the next practical steps.
Workplace transfer
Create a personal 30-day application plan with a defined action, target date, required support and an observable success measure. This is a participant follow-through plan; ongoing coaching is scoped separately.
Frequently asked questions
How does the program connect KPIs to strategy?
Participants practise translating strategic priorities into objectives, balanced indicators and credible targets, then use a scorecard to support performance conversations that explain results.
How are incentives addressed?
Conflicting incentives and weak review practices are diagnosed through practical cases.
Are the dates confirmed?
Dates, delivery format and places are confirmed by TIH before any booking is finalized. Use the enquiry option to check the next available cohort.
