The Principles of Performance Management
Successful performance management involves the whole company. Company goals must be clear to employees and management so they reflect the big picture ambitions of the company. Writing a “strategy statement” helps everyone understand what the company’s priorities are. The USP and value proposition of the company should be included on the statement along with promotional opportunities available to employees.
Benefits of Performance Management Planning
For Employees
- Job satisfaction increases as targets are being met.
- Availability of training opportunities increases due to good communication with management.
- Promotional opportunities increase as a result of more expertise due to training.
- More involvement in the decision-making process due to better industry knowledge
For Managers
- Setting targets help increase performance in employee
- Better overall performance usually means higher rewards in the form of pay increases and bonuses.
- Growth produces more opportunities for promotion.
- Senior managed will want to better resource high growth areas of the company.
For the Company
- Goals are set out clearly so everyone to understand their role in the company.
- An engaged workforce is more likely to meet their target expectations.
- Building skills among employees gives the company better growth potential.
- A system that evaluates performance identifies problems quickly.
The course looks at methods of setting goals, objectives and targets in three key areas:
- The overall improvement in company performance.
- Individual performance improvements for employees and management.
- Enabling changes in company culture through performance management initiatives.
Implementation
Implementing a performance management strategy raises standards at every level of the company: an individual, team and organisational wide level. Individuals and teams can be supported by ensuring everyone understands what is expected from the task and remove barriers the make completing the task difficult.
When assessing the functions of a task an individual performs, we look at
- The individual’s abilities
- The individual’s motivation
- The clarity of the task being undertaken
- Whether the target set is realistic
- The environment the individual works in
Evaluation, Monitoring, Feedback and Coaching
This course will show you how to set up evaluations processes to track employee’s performance against their targets. You will also learn how feedback from employees helps with monitoring performance. The course concludes by giving useful strategies on how to assess and implement different types coaching methods.
| Course Content | Module |
| The course structure | 1 |
| Definitions and Benefits | 2 |
| Successful Performance Management Planning | 3 |
| Setting goals, objectives and targets | 4 |
| Implementation | 5 |
| Motivation | 6 |
| Evaluation, monitoring, feedback and coaching | 7 |
The Principles of Performance Management
CPD Units ‘2’
Course Assessment
Online assessment in performance management training is carried out by a series of multiple-choice questions. Candidates must answer 70% of the questions correctly to pass each module. We advise you to complete each module and answer the question before moving on to the next module. This provides a better learning experience because you will need to have knowledge from earlier modules to understand some of the material in the later modules. For those who complete the course successfully, a PDF certificate of the award is sent directly to your inbox. Hard copies of the award are available on request. The course takes 55 minutes of training to complete. This is course content only and does not cover the time it takes to answer questions.
Related courses to performance management training include:
Managing sickness and absence
Disciplinary procedure training