Course Details
Course Outline
5 days course
Performing at Work
– Introducing the 4 key stages of managing performance
– The practices on which effective performance management is built
– The responsibilities of the individual and management
– Setting the standards – behavioural and performance
– How can we define good performance?
– Agreeing goals and objectives
– Knowledge, Skill, Attitude and Behaviour and introducing the Competency approach
Adult Learning
– Adult learning for work and learning styles, including self-assessment questionnaire.
– Conscious Competence Model.
– Methods of enabling learning and whole loop learning.
– Transferring learning to the job including the effective use of coaching and giving feedback.
– Johari Window.
– The training cycles.
– Ensuring recall.
– Delegate Motivation.
Training and Skill Mastery
– Continuous Improvement importance.
– Training or Development – defining both.
– Recognising Competencies to meet current job requirements.
– Learning objectives and personal development options.
– Designing training for recall and behavioural change, knowledge transfer methods.
– The importance of Pre and Post-course evaluations.
– Measuring the results of a training intervention.
– Development Plans effective usage.
Managing Performance at Work
– Purpose, characteristics, and use of the Performance Appraisal.
– The Annual Performance Review process.
– Collecting data (Performance and Behavioural) for the Appraisal.
– Setting and agreeing on Quantitative v Qualitative Objectives – SMART Objectives.
– Behaviours are important too – how the job gets done. Setting standards for behaviours at work.
– Measuring progress against objectives.
– Regular performance monitoring and assessment techniques.
– Formal management of poor performance – the disciplinary process.
Improving Job Performance- Performance Discussions (Behaviour-based).
– How to address any performance gaps.
– The effectiveness of “Ask” rather than “Tell”.
– Coaching Methods – the GROW Model and the characteristics of a coaching session.
– Motivational and Developmental feedback.
– Giving and receiving regular on-the-job feedback.
– Identifying Good Performance and motivational feedback.
– Identifying and responding to underperformance.
