The Certificate in Performance Management includes performance appraisal training that proves to current and future employers that you have the knowledge and skillset to bring the very best out of the people that you manage.
Simply relying on an end of year appraisal is no longer considered good enough. Learn about the more modern approaches to ongoing performance management and performance appraisals, and how fast-growing companies are creating newer models that match fluid business strategies to adaptable performance management and appraisals. The Certificate in Performance Management will teach you best practices in all of these areas.
What Topics Are Covered this Certification Course?
The training course and certification is for anyone involved in managing direct reports and teams. The course is primarily for those involved in business and industry but is also relevant for those in government, charity and other bodies.
Learn best practices in helping your team achieve their greatest potential. Become recognized in your company as an expert in running performance appraisals. Advance your career by becoming a Certified Performance Management Professional.
This training and appraisal course is delivered 100% online, including the exam. You will have up to six months to complete the 15-hour course which is comprised of video tutorials, case studies and e-books. Our goal is to educate and certify so you will have up to six attempts to pass the exam.
The course typically takes 15 hours to complete so you could become a Certified Performance Management Professional over a single weekend!
How can managers gradually progress from a once-off annual review to a more effective model of continuous feedback and a culture of performance? Firstly, giving your employees constructive feedback to let them know what they can improve on aids towards their personal development, something that we know is important to them. Likewise by accepting feedback from an employee it allows you to grow as a leader and a manager and will benefit you in the long run.
A good example of a large company migrating from annual reviews to a culture of performance is Adobe. Adobe based its decision to move away from traditional performance appraisals on the fact that the annual process required 80,000 hours of time from its 2,000 managers, the equivalent of 40 full-time employees. Additionally, their internal surveys suggested that the workforce felt less motivated and inspired after each appraisal.
Instead of annual reviews, Adobe implemented regular update meetings during which managers provide coaching and advice. The objective is to help employees gain clarity about what is expected from them, guide them through performance improvement and assist in their overall career progression.
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