Performance management training is concerned with training staff in the process of ensuring that a specific set of activities and outputs meets a companies goals effectively and efficiently.
What Is Performance Management?
Performance Management is used to ensure that organisational performances are being held to specific company-wide standards and adhering to all compliance measures. Performance management is the maximisation of value creation in the workplace and it ensures that staff contribute to the companies business objectives.
While there is not a strict standard definition of performance management, it can be described as the process of:
- Establishing objectives through which individuals and teams can see their part in the organisation’s mission and strategy
- Improving performance among employees, teams and, ultimately, organisations.
- Holding people to account for their performance by linking it to reward, career progression and termination of contracts.
Performance management can be seen as a holistic approach to the process of supportive and continual feedback.
Why Is Performance Management Important For Business?
Performance management is important for business because it reinforces the links between organisational and individual objectives. To give feedback that motivates employees will help them to improve in their day to day tasks. It is also important to hold them to account for their work ethics both positively and negatively. Managers must have the correct skill set to do this and in turn, they must be supported by the HR department and its processes. How a member of staffs’ performance at work is discussed, is shaped by what we deem to be behavioural norms. Communication and leadership throughout any organisation, will set a precedent for these behavioural norms. This will in turn shape how all employees perform. Thus, performance management is vital in the upper echelons of any business as it is those in higher positions who will set the behavioural and ethical precedence for the rest of the company.
Performance Management Training Process
That doesn’t mean there aren’t common performance management tools, though. This is where training can come in. Training can provide a foundation for managers to effectively execute a performance management program.
Several topics could potentially be covered by a Performance Management Training course. Here are just a few examples of what the student might learn:
- Clarity about what motivates direct reports and then learn how to apply this theory to your specific work context and incorporate this into the performance management process and discussions.
- Learn how to set SMART goals collaboratively, which can encourage Direct report engagement and individual ownership.
- Learn about and put into practice a model for preparing and conducting effective performance meeting that will ensure productive outcomes.
- You will be introduced to and practice the Communication Tools defined by industry experts as the best practices required to be able to manage and interact effectively with Direct Reports during the performance management process and discussion.
- You gain an appreciation of how to best ensure consistent optimum performance from direct reports.
- You will gain experience of and put into practice a methodology for dealing with different types of conflict that can arise during performance conversations and confidently manage yourself to achieve win-win solutions.
- You will gain knowledge of, analyze and apply the possible causes of poor performance and put into practice the best approach for supporting your direct report to get back on track.
- You will gain an appreciation of how best to deal with persistent poor performance and the options available towards ensuring fair, satisfactory outcomes for all.
What Might The Learner Achieve?
Participants on one of these courses might achieve some of the following learning outcomes by engaging with a performance management training course:
Who Should Take One Of These Courses?
The ideal candidates for these courses are:
Comments