COURSE OVERVIEW:

Managing people performance plays an important role in meeting company goals, keeping employees motivated and being able to take appropriate action when an employee is under-performing. The aim of managing people performance is to ensure that employees perform at their best and remain productive.

From the side of the company, performance management is essential to ensuring corporate strategy and goals are attained. It enables managers and executives to focus on specific areas in order to meet targets. Without performance management, the company would not know how they were performing and would be unable to adjust either company targets or the strategy used to attain these targets.

From an employee side, performance management is of equal importance. It allows managers to identify those who over-perform and reward this behaviour. This incentivizes employees to perform to the very best of their ability. 

Effective performance management consists of meeting both task and people needs. Task needs are those dealing with structure and practical strategy. People needs relate to the development and motivation of your team. The structure of effective performance management is said to be continuous. Each step should inform the next, and the last step should again feed into the first, creating a repeatable process.

Managing employee performance deals with an organisation's strategy, policy and practices with respect to establishing performance expectations for its employees, along with measuring and monitoring the results. A comprehensive performance management system can play a strategic role in attracting and retaining key employees. It can also help significantly improve a company's overall business performance.

This course explores the behaviours needed to manage performance as well as the processes. The first part of this course provides an overview of where managing performance fits into how organisations operate and survive. Then explores some of the factors which affect how people perform at work. Then discusses some of the common performance management tools and explains why and how they are used. Also, explains how each one is designed to add value to the overall process.

The second part examines a range of skills for managing performance which are essential to make the process work. Then explains how to assess performance, give constructive feedback and manage those one-to-one meetings. Then explores how to address the problem of under-performance through a combination of reviewing your behaviour and using organisational processes. Finally, provides a tool to reflect on your performance and check you’re doing what’s needed to achieve your potential when managing performance.

LEARNING OUTCOMES:

By the end of this course, you will be able to understand:

• What is performance management?
• Why organisations have to evolve?
• The mantra of ‘continuous improvement’
• The importance of organisational strategic aims and objectives
• How to set the performance strategy?
• The PESTLE and SWOT analysis
• How to achieve organisational alignment?
• The performance management cycle
• Linking into the alignment of objectives
• The typical annual review meeting
• The regular review meetings
• How motivation is about meeting needs and expectations?
• The Maslow’s hierarchy of needs
• The Herzberg’s theory
• The Expectancy theory in the workplace
• How people learn?
• How to use the learning cycle to increase awareness?
• The performance management toolkit
• How to make objectives SMART to manage performance?
• How to align performance to the strategic objectives?
• Measures, targets and KPIs for performance management
• How to make the measures relevant?
• How to balance the measures?
• The balanced scorecard
• How to integrate values into objectives?
• How to create team values?
• The types of competency frameworks
• What are competencies in performance management?
• The 360-degree feedback and how is feedback collected?
• How to use 360 for development?
• How to use 360 to appraise performance?
• How to get informal feedback?
• The skills of managing performance
• How to assess performance?
• How to collect the ‘evidence’?
• How to evaluate performance against the standards?
• How to prepare and give constructive feedback?
• How to set work objectives?
• How to prioritise objectives?
• Why people sometimes find work objectives unrealistic?
• How to set objectives for repetitive jobs?
• How to identify and meet development needs?
• The personal benefits of development
• Personal development planning
• How to transfer learning to the job?
• How to manage one-to-one performance meetings?
• How to establish what you want to achieve?
• How to deal with poor performance?
• How to deal with difficult attitudes ?
• How people deal with conflict?
• How to respond to difficult behaviour?
• How to use Berne’s theory?
• When to take disciplinary action?
• What to do before taking disciplinary action?

COURSE DURATION:

The typical duration of this course is approximately 2-3 hours to complete. Your enrolment is Valid for 12 Months. Start anytime and study at your own pace.

COURSE REQUIREMENTS:

You must have access to a computer or any mobile device with Adobe Acrobat Reader (free PDF Viewer) installed, to complete this course.

COURSE DELIVERY:

Purchase and download course content.

ASSESSMENT:

A simple 10-question true or false quiz with Unlimited Submission Attempts.

CERTIFICATION:

Upon course completion, you will receive a customised digital “Certificate of Completion”.