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Performance management training situations are varied. The implementation of new or revised schemes often necessitates training.
Ongoing training needs also have to be considered, particularly for new employees or those promoted into team leader or managerial positions.
Key staff member training - design/implementation participants
These involve information sessions on all aspects of performance management for employees, team leaders and managers participating in system design or redesign. Often a forerunner to workshops where the facilitator leads the design and planning process for the new performance management system. See: Performance Management Design and Performance Management Implementation for more information.
Employee/staff briefings
For new or revised performance schemes, briefing sessions for all participating employees (staff) can answer queries and concerns, providing a solid foundation for successful implementation. Performance management content can include the system structure, corporate rationale, expected benefits, requirements, "how-to" approaches and the like.
Team leader and manager training
More extensive training is required for team leaders and managers who will conduct the review discussions or interviews. This can include: identifying and writing performance objectives, adapting corporate objectives to the individual/team, discussion and questioning techniques, HR policies (particularly in regard to compensation, training/education support), handling salary discussions, equity/legal issues, etc.
Ongoing training and support
Establishing support materials and training programs so new employees, team leaders and managers can be trained. Computer/internet/intranet applications are increasingly being used to provide "just-in-time" learning programs.
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Performance management training can include:
Design/ implementation team
Employee/ staff briefings
Team leader and manager training
Ongoing system support |
