Performance Management Course

Overview

Competence in the performance management course enables one to set performance goals and measures; to formulate development plans, and monitor and evaluate performance.

Completing this course will help in:

Who is the course for?

This course is intended for managers of small businesses and junior managers of business units in larger organisations. Junior managers include, but are not limited to team leaders, supervisors, first-line managers and section heads.a

Training Outcomes

  • Performance goals are measurable, clear, achievable and aligned to individual career paths, organisational objectives and legislative requirements. Legislative requirements include but are not limited to the Skills Development Act and Employment Equity Act.

  • Performance measures are quantified to facilitate performance evaluation. Quantified includes but is not limited to quantity, quality, time, cost and risk.

  • Appropriate actions are undertaken to obtain agreement from relevant parties to identified performance goals and measures. Parties may include but are not limited to the employee, team, supervisor, manager or shop steward.

  • The stipulation of the identified performance goals and measures in the performance contract enables the contract to serve as a source document for performance evaluation.

  • Plans are focused on competencies needed to achieve the performance goals of the individual, department and organisation.

  • Plans are formulated in a clear manner and are defined in terms of specific improvement actions, time frames and accountability.

  • Plans are aligned with legislative requirements and individual career paths. Legislative requirements include but are not limited to the Skills Development Act and Employment Equity Act.

  • Appropriate facilitation actions are taken to obtain agreement on development plans from relevant parties. Parties may include but are not limited to the employee, team, supervisor, manager or shop steward.

  • Performance evaluation techniques are applied that are valid, current and sufficient.

  • Performance goals and measures are aligned with organisational and industry practices and values.

  • Performance is monitored and assessed on an ongoing basis against performance goals.

  • Progress is recorded and records are updated to manage performance.

  • Performance records are analysed to identify variations in performance and to compile a suggested plan of action.

  • Feedback is given to address competence gaps and poor performance, recognise good performance and revise performance goals.

  • Feedback is constructive, tactful, honest, respectful and is focussed on performance.

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