Price: $1,699.00

Length: 2 Days
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Performance Management Training

Performance Management Training Course Description

Performance management training covers the concepts, definitions, methods, and approaches associated with performance management.

Performance management is the protocols applied to manage this manner. We will help you to ensure that the personnel are doing the right thing. You will learn how to lead your team towards the organization’s purpose so that their effort and hard working won’t go to waste.

Performance management training teaches you that a Key Performance Indicator (KPI) is a quantifiable matrix that replicates how well an organization is accomplishing its stated goals and objectives.

performance management training

Learn About

  • What is the vision of organization for the future?
  • What is the strategy? How will the strategic vision be achieved?
  • What are the organization’s goals? What needs to be done to keep moving in the strategic direction?
  • What are the Critical Success Factors? Where should the focus be to accomplish the vision?
  • Which metrics will specify that you are effectively following your vision and strategy?
  • How many metrics should you have?
  • How often should you quantify?
  • Who is responsible for the metric?
  • How complicated should the metric be?
  • How do you make sure the metrics reproduce strategic drivers for corporation accomplishment?

Performance management training discusses various styles and models of managing people behavior, as well as best practices and effective strategies. You also will be introduced to real-world examples of performance managers.

TONEX performance management training is a combined package of lectures and practices. The practical exercises include several group activities and hands-on workshops. You will get to experience what you are taught with real-world examples and case studies.


Performance management training is a 2-day course designed for:

  • Managers and supervisors
  • Team managers
  • Project managers

Training Objectives

Upon the completion of performance management training, the attendees are able to:

  • Concentrate on performance planning and communication, rather than an annual evaluation
  • Establish unambiguous perspectives that enhance performance and productivity
  • Interact with staff routinely and in a positive manner
  • Display the latent reasons why employees fail
  • Inhibit the damage resulted from wrong conclusions in terms of employee performance
  • Apply appropriate methods and resources to manage employee performance on a routine base
  • Provide effective feedback
  • Deal with difficult messages
  • Establish reachable objectives and expectations
  • Help other people to grow
  • Use acknowledgement and praise
  • Handle conflicts as they arise
  • Avoid worsening problems
  • Consider all aspects of things
  • Manage feelings
  • Manage difficult people
  • Build confidence
  • Establish effective boundaries

Course Outline

Overview of Performance Management

  • Definition of performance management
  • Evolution path
  • Applications
  • Terminology
  • Methods and tools
  • Examples of effective performance management
  • Performance management components
  • Poor Performance characteristics
  • Reasons behind poor performance
  • Attitude related issues
  • Coaching performance

Performance Management Process

  • Performance management as a process of management
  • The performance management cycle
  • The performance management classification
  • How performance management operates
  • Performance management actions
  • Performance management in action

Individual Performance Improvement Process

  • The GROW method
  • The OUTCOMES method
  • Personal Development Program (PDP)
  • Providing effective feedbacks

Team Performance Improvement Process

  • Building a high-performance team
  • Team evaluation
  • The 12 conditions
  • Accomplishing a high-performance team

Performance Planning and Agreements

  • Performance and development planning
  • Role profiles
  • Setting objective
  • Performance measures and evaluations
  • Performance planning
  • Development planning
  • The performance agreement

Reviewing Performance

  • The performance review meetings
  • Performance review issues
  • Performance review issues
  • Organizational problems
  • Requirements and evidence
  • The effect of management strategy
  • Performance review competencies
  • Outcome issues
  • Handling positive and negative components
  • Reviews are communications channels
  • Past performance vs future potential
  • When should reviews be held?
  • Self-assessment
  • Giving feedback

TONEX Group Activity Sample: IRS 2003

The 2003 IRS survey, including 47 organizations, demonstrated three key approaches to performance management:

  1. A clear strategy
  2. A general approach
  3. A few initiatives

Also, respondents were asked to evaluate the efficiency of their performance management practices, which the results were as following:

  • On-the-job training – 81 per cent
  • Employee appraisals – 77 per cent
  • Performance-related bonus – 44 per cent
  • Cascading information via managers – 54 per cent
  • Competence frameworks – 54 per cent
  • Business strategy of continuous improvement – 50 per cent.

In small groups, discuss why each of the practices received their associated percentages. Also, discuss the effectiveness of the three approaches mentioned above.


Performance Management Training

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