Course description
A strong competency and rating framework easily enables managers and employees to communicate about the employee's current performance, and what steps they need to take to improve.
Leaders experience circumstances which call for motivating, coaching, correcting, counselling or solving problems with their people. Participants will recognise and master techniques that establish a more productive work force using these concepts
This exceptionally captivating course focuses on building up all the essentials fundamentals to enable those teaching and training adults to fully perform.
The course characterises how job performance is managed and focuses on the delivery of process, knowledge-based, behavioural and skill improvement.
Upcoming start dates
Suitability - Who should attend?
This Job Proficiency and Performancecourse is ideal for :
Managers and leaders interested in developing team members. It is also useful for team members to draw the most value from their development meetings.
Outcome / Qualification etc.
By the end of Job Proficiency and Performancecourse, you will be able to :
- Construct learning opportunities for maximum knowledge transfer and recall.
- Recognise how adults learn at work
- Implement the art and science of enhancing employees’ performance.
- Write effective personal development plans.
- Test the methods of evaluating and coaching for higher performance.
Training Course Content
Day 1
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
Day 2
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.
Day 3
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.
Day 4
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.
Day 5
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.
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London Premier Centre
London Premier Centre is a UK leading training provider based in London and specialises in international short courses. Our inspiring, comprehensive portfolio of more than 400 professional development courses and seminars covers a wide range of professions from Administration, Leadership,...