Performance Management
Performance Management
Set goals. Give feedback. Review with trust. Lead your team through three clear stages.
Precena Strategic Partners Malaysia trains your managers to lead team performance through three stages: goal setting, daily feedback and formal review. You practise S.M.A.R.T. goals, the 5W1H and A.I.D. feedback methods and a structured review dialogue, then apply them with your own team at work.
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Goal Setting
Goals define the results your people should aim to achieve in a given period of time.
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Ongoing Feedback
Performance management is an ongoing process, not a onetime event. Your regular conversation matters.
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Formal Review
Official conversation to assess how well an individual employee is doing with respect to established goals and expectations.
What is the Performance Management training programme?
Performance Management is a hands-on training programme by Precena Strategic Partners Malaysia, an HRD claimable training provider. Your managers learn to run team performance in three stages: goal setting, daily feedback and formal review. Each stage comes with a practical method, so feedback feels like support and your team keeps improving.
- Use goal setting to manage your team and assign tasks properly.
- Set S.M.A.R.T. goals your team members understand and own.
- Give daily feedback with the 5W1H and A.I.D. methods to encourage improvement or keep up good work.
- Prepare for the annual formal review with a specific question list and dialogue method.
- Practise performance management at work through a hands-on challenge.
- Performance Management
- An ongoing process of goal setting, daily feedback and formal review, not a onetime event.
- S.M.A.R.T. Goals
- A goal setting method to set clear targets and assign tasks to team members. Full detail in the programme.
- A.I.D. Feedback
- A daily feedback structure built on Actions, Impact and Desired Outcome.
What will your team learn in performance management training?
Your managers learn three things: how to use goal setting to manage the team and assign tasks, how to give feedback which encourages improvement, and how to run a formal review your team sees as coming from an ally. Each objective links to a practical method your managers use at work after the session.
Set goals and assign tasks
Understand how to use goal setting to manage the team and how to assign tasks properly.
Give feedback which motivates
Learn how to provide feedback which encourages your team to improve or to keep up the good work.
Review as an ally
Learn the practical approach for formal review so your team members see the feedback given as an ally.
Key content
- 3 stages of performance management
- Goal Setting
- Daily Feedback
- Formal Review
- How to set S.M.A.R.T. goals and assign tasks to team members
- How to provide daily feedback
- 5W1H
- A.I.D.: Actions, Impact and Desired Outcome
- Preparation method for the annual formal review
- Specific question list
- Dialogue method
- Challenge: practise performance management at work
| Area | Year-end review only | Three stage approach |
|---|---|---|
| Goals | Unclear or set late | S.M.A.R.T. goals set at the start |
| Task assignment | Ad hoc | Linked to team goals |
| Feedback timing | Once a year | Ongoing, regular conversations |
| Feedback method | General comments | 5W1H and A.I.D. |
| Formal review | Unprepared, one-way | Question list and dialogue method |
| Team view | Feedback as judgement | Feedback from an ally |
How do the three stages of performance management work?
The three stages run in order. You start with goal setting to define the results your people aim for. You then give ongoing feedback through regular conversations. The cycle closes with a formal review, an official conversation to assess each employee against the goals and expectations set at the start.
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01
Set direction
Goal Setting
Goals define the results your people should aim to achieve in a given period of time. You learn to set clear goals and assign the right tasks to each team member.
- SS.M.A.R.T. goals
- TTask assignment
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02
Coach daily
Ongoing Feedback
Performance management is an ongoing process, not a onetime event. Your regular conversation matters. You practise daily feedback with two methods: 5W1H and A.I.D.
- AActions
- IImpact
- DDesired Outcome
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03
Assess and align
Formal Review
An official conversation to assess how well an individual employee is doing with respect to established goals and expectations. You prepare for the annual review with a clear structure.
- QSpecific question list
- DDialogue method
Challenge: your managers practise performance management at work, applying goal setting, daily feedback and formal review with their own team members.
Why choose Precena Strategic Partners Malaysia for performance management training?
Precena Strategic Partners Malaysia works as both consultants and an HRD claimable training provider. The programme follows a clear structure with three learning objectives, three performance stages and a workplace challenge. Your managers gain methods tied to daily team leadership, not theory alone.
HRD Claimable
Eligible employers claim training costs through HRD Corp. Our team guides you through the steps.
Consultants and Trainers
Strategy consultants who design training around your business goals and your people.
Hands-on Format
Practise goal setting, feedback and review dialogue in class, then apply each method at work through the challenge.
Performance management training: frequently asked questions
What is the Performance Management training programme?
Performance Management is a hands-on training programme by Precena Strategic Partners Malaysia. Your managers learn a three stage approach: goal setting, daily feedback and formal review. Each stage comes with a practical method to use with your team. The full module flow and tools are shared during your consultation.
Who should attend this performance management training?
The programme suits HR professionals, executives, senior managers and team leaders who set goals, assign tasks and review staff performance. It fits any manager who wants feedback to drive improvement instead of tension. Your consultation with Precena Strategic Partners Malaysia matches the programme depth to your team's roles and goals.
What are the three stages of performance management?
The three stages are Goal Setting, Ongoing Feedback and Formal Review. Goals define the results your people aim to achieve. Feedback runs as regular conversations, not a onetime event. The formal review assesses each employee against established goals and expectations. The training covers the tools for each stage in detail.
What is the A.I.D. feedback method?
A.I.D. stands for Actions, Impact and Desired Outcome. It gives your managers a clear structure for daily feedback, paired with the 5W1H method. Your team hears what happened, why it matters and what to do next. The full method and practice scenarios are part of the programme.
Is the Performance Management programme HRD claimable?
Precena Strategic Partners Malaysia is a training provider, and this programme runs as an HRD claimable course for eligible employers. Claim steps, eligibility and documents depend on your organisation's registration. Book a consultation and our team walks you through the claim process for your company.
Give your managers a clear way to lead performance
Book a consultation with Precena Strategic Partners Malaysia. We review your team's goals, confirm HRD claim eligibility and shape the Performance Management programme around your managers and your business targets.
- Phone+60 14-930 2074
- Emailprecena_my@precena.com
- OfficeQ Sentral, Kuala Lumpur