Training category

General HR

General HR training sits within Human Resources, with SCORM-ready learning packages for LMS deployment. Browse practical content priced per learner for flexible rollout.

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Performance Management People Professional Development

Training packages

1 Introduction To Performance Management

This course builds a clear, practical understanding of performance management—what it means, how it differs from performance appraisal, and why it should be an ongoing process that supports success rather than a once-a-year event. Learners explore how performance management connects HR strategy with organisational goals, helping improve productivity, service quality, employee development, retention and workplace culture. Through comparison of private, public and third-sector contexts, learners also consider challenges faced by mission-led organisations. The course examines key theories such as motivation, fairness and goal-setting, alongside ideas including the psychological contract and economic pressures like skills shortages and inflation. Learners look at how formal performance systems are designed, evaluated and improved, with emphasis on employee voice, transparency, consistency and ethical decision-making. A major thread is strategic alignment: mapping organisational goals to people objectives and individual expectations using metrics and well-designed objectives (including SMART), supported by regular check-ins and development planning. By the end, learners understand how effective performance management supports contribution, development and organisational success.

£3.00 per learner

2 Performance Management Models

This 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

3 Managing Underperformance

Unclear expectations are a common, preventable cause of underperformance, undermining performance through vague objectives, conflicting priorities and undefined success measures. This course shows how to translate broad expectations into specific, observable outcomes and tests such as whether two managers would independently reach the same conclusion from the same evidence. You’ll also learn how to diagnose the real cause of underperformance—distinguishing it from capability concerns, misconduct, attendance problems and short-term dips—before taking action. When performance falls short, the course guides you to select appropriate support options (coaching, training, mentoring, adjusted objectives or formal capability procedures) based on the specific gap. Learners will practise early intervention through supportive feedback conversations, evidence gathering and agreed improvement actions, including building measurable objectives and realistic timescales. The course also covers fairness and lawfulness, including natural justice, record-keeping, ethical and equality considerations, and the roles of line managers, HR and employee representatives. You’ll develop a documented action plan to support an underperforming employee with monitoring points and evidence sources.

£3.00 per learner

4 Total Reward

Build practical understanding of reward management and total reward by exploring how organisations use financial and non-financial rewards to attract, retain, motivate and engage employees. You’ll learn what total reward means beyond salary, including base pay, variable pay, benefits, pensions, recognition, career development, learning, wellbeing support, flexible working and meaningful job design. The course examines how reward connects to motivation, performance and employee experience, with a focus on fairness, equity and the balance between intrinsic and extrinsic motivation. You’ll also consider how different groups may value rewards differently and how to tailor reward packages while maintaining consistency. Through the lens of ethical and transparent reward practices, you’ll see how pay and communication choices can support trust and the psychological contract. The course further introduces international and executive reward considerations, including market rates, legal requirements, cultural expectations and governance concerns—helping you apply reward principles confidently and develop a clear communication plan for total reward.

£3.00 per learner

HR And Sustainability

In this module, learners explore how sustainability—covering environmental, social and economic priorities—matters to HR and how people professionals can drive responsible business practice. You’ll learn core concepts including ESG (environmental, social and governance), the triple bottom line (planet, people, profit), sustainable HRM, and the role of ethics and values. The course explains why sustainability is vital to legal compliance, stakeholder expectations, employer brand, risk management and resilience. With a strong practical focus, you’ll build skills in advising and influencing leaders, designing HR policies that support sustainability goals, and using HR analytics and KPIs to evidence impact and inform ESG reporting. You’ll also examine how sustainability-related change can affect roles, skills, engagement and fairness, highlight people risks arising from poor practice, and connect sustainability with organisational benefits such as attraction, productivity, innovation and long-term value. The module prepares you to embed credibility, align culture and avoid greenwashing while improving organisational performance.

£3.00 per learner

People Professional Finance

In this module, you’ll quickly grasp how an organisation creates value, covering revenue, costs, profit, cash flow and productivity. You’ll learn to distinguish short-term financial health—focused on cash and cost control—from long-term value drivers such as capability, brand, retention and innovation, and connect these ideas to measures like headcount, utilisation, customer satisfaction, quality, risk and compliance. You’ll also explore where HR directly affects performance across the employee lifecycle, including recruitment, learning, workforce planning, reward and employee relations. To make the numbers meaningful, you’ll work with simple workplace metrics such as cost per hire, turnover and replacement cost, absence cost, overtime and agency spend, training investment versus performance, and engagement as a lead indicator—helping you interpret data and explain the “so what?” to managers in plain language. Finally, you’ll develop a straightforward business-case structure and practise using realistic examples, culminating in producing a short 3–6 month business case to estimate costs, expected return or cost avoidance, and how to track impact.

£5.00 per learner

People Professionals And Artificial Intelligence Ai

Gain a clear understanding of what AI and automation mean in a workplace, and how AI differs from rule-based automation. You’ll explore the types most relevant to people practice—generative AI, predictive analytics, and natural language processing (NLP)—and see everyday examples such as chatbots, CV-screening and automated onboarding. The course covers common HR applications across recruitment, onboarding, learning, performance and administration, including how these can improve efficiency, enable personalised experiences and reduce admin. You’ll also examine ethical and legal considerations, including bias, transparency, data protection and accountability, and consider likely impacts on jobs, required skills and change management. Practical skills are included, such as prompt writing, using AI as a co-pilot, reviewing outputs with appropriate human oversight, and applying responsible governance through pilot testing to help you adopt AI safely and effectively in your role.

£5.00 per learner

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