Training Package
2 Performance Management Models
🎬 Contains VideosThis course helps people professionals bring order to the different meanings of “performance” by introducing practical performance management models organisations use. You’ll explore what a performance management model is and why businesses choose different methods, including how strategy alignment affects the outcomes of the model—such as ensuring the model drives the “right conversations” about customer outcomes, learning from complaints, wellbeing and inclusion. You’ll learn objective-based approaches, including SMART objectives and Management by Objectives (MBO), covering how to create clearer expectations, negotiate objectives, review progress, and evaluate results against agreed outcomes. The course also examines competency and behaviour-based frameworks, including links to values and challenges around consistency and subjectivity. In addition, you’ll consider balanced and multi-source approaches such as balanced scorecard ideas and 360-degree feedback, weighing benefits, limitations and role-appropriateness. By the end, you’ll be equipped to judge whether a performance management approach meets organisational needs, and to design a measurement plan using outputs, outcomes and behaviours while mitigating risks of narrow metrics.
£3.00 per learner
Learning outcomes
By completing this package, learners can:
- Define and recognise the key concepts, terminology and common performance management models used in organisations.
- Explain how organisational factors (size, culture, structure and objectives) influence the choice and design of a performance management model.
- Classify and compare the strengths and weaknesses of traditional annual appraisal models and continuous performance management approaches, and predict situations where one approach may be more appropriate than the other.
- Apply SMART criteria to construct at least two individual objectives that align with team and business priorities and justify how these objectives map to broader organisational goals.
- Analyse a competency framework by identifying behavioural indicators for a specified role and examine potential sources of subjectivity and inconsistency in behavioural assessments.
- Assess the suitability of balanced and multi-source models (including simple balanced scorecard and 360-degree feedback) for different role types by weighing benefits, limitations and practical considerations.
- Employ a mix of quantitative and qualitative measures to formulate a concise performance measurement plan for an individual role, ensuring measures cover outputs, outcomes and behaviours while mitigating risks of narrow metrics.
- Demonstrate constructive coaching and feedback techniques in a simulated one-to-one review, and develop a follow-up development plan that addresses identified performance gaps.
- Evaluate whether a given performance management model is meeting organisational needs by appraising criteria such as reliability, fairness, manager capability.
What’s included
A deployable SCORM package with practical learning content, ready for your LMS.
How it works
Add access, upload the package to your LMS, and pay per learner who uses it.
Who it’s for
Organisations deploying flexible workplace learning through an LMS.