Performance Management and Improvement

Course Code: HRM-250

Course Duration: 3 days

Course Objective(s):

Managing individuals with significant performance issues is a key skill – one that benefits the performer, the team, and the organization. Too often, managers either overreact or fail to take appropriate action early enough. This course identifies the key causes and types of poor performance within a team. It gives managers the knowledge, behaviors, skills - and above all, confidence – to manager poor performance effectively. Participants are also encouraged to think about how their own management style can help foster and motivate high performance within their teams.

Expected Accomplishment(s):

• Appreciate the range of management tools available to improve performance
• Identify when and how to use these management tolls
• Clarify the roles and responsibilities of managers and HR when managing performance issues
• Give negative feedback in a considered and effective way
• Support individuals in their attempts to improve performance
• Maintain an approach that balances the interests of the individual, the team, and the organization
• Use formal methods of managing performance when informal action has failed

Who Can Benefit:

This course is designed for HR professionals, managers, and supervisors.

Course Outline:

• Welcome and workshop objectives
• The knowledge, behaviors, and skills required to manage performance
• Knowledge – the procedure
• Principles of managing performance
• Performance management cycle
• Setting performance standards
• Failure to meet performance standards
• Managing poor performance informally
• Managing poor performance formally
• Behaviors – what a manager must do
• Styles of leadership and performance management
• Situational Leadership questionnaire
• Using performance interviews effectively
• Recognizing the symptoms of under-performance
• Diagnosing the reasons and influences behind an individual’s performance
• Using self-appraisal
• Setting targets and performance measures
• SMART objectives
• Giving and receiving feedback
• Follow-up and record-keeping
• The manager  as a coach
• Checklist for barriers to improved performance
• Video-based case study
• Skills for effective performance management
• Questioning
• Listening
• Building rapport
• Staying positive
• Conclusion
• Course review / discussion
• Preparation of action plans for building on the skills learn
• Close

 Delivery Method:

The training delivery methods include instructor-led, including class discussion and exercises.