Training category

Performance Management

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

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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

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