The top 20 Performance Management courses you need to take

1. Managing Employee Performance

In today's dynamic business environment, effective performance management is a crucial skill that sets exceptional leaders apart. This course is designed to equip managers with the principles and techniques required to manage employee performance successfully. Learners will gain a comprehensive understanding of performance management, including setting clear expectations, providing regular feedback, and conducting performance evaluations. The curriculum encompasses essential topics such as goal setting, performance metrics, and fostering a collaborative work environment that supports employee growth and development. Participants will also learn proven strategies to address performance-related issues and enhance workplace productivity, job satisfaction, and engagement. This course caters to individuals stepping into roles as team leaders, supervisors, or managers, aiming to cultivate effective performance management skills. It is particularly beneficial for those who have not undergone formal management training within their organizations. Additionally, it serves as a valuable refresher for current team leads, supervisors, or managers seeking to enhance and update their management capabilities...

2. Performance Management For Managers

4.4

(5,332)

If you want to effectively manage the performance of your employees, then this is course for you! Performance Management For Managers introduces you to working with employees to align their goals with your companies goals. In this course you'll learn how to coach for performance, how to have constructive conversations with employees and how to support employees development, and you'll learn how to do it in a way that's both informative and engaging! What Will I Learn? Identify and define employees goals in order to create alignment with company objectivesCreate effective development plans with employees that support their goals, potential and career aspirationsConstructively assess employees performance with action plans for future goals and targetsHow to manage different levels of performance from employees to promote positive momentum within the work environmentHow to give and receive feedback to promote improvement This course is also full of examples and activities that allow you to practice what you are learning. Work with me over 7 exercises and 3 example conversations to develop your skills and competencies to manage performances! Learning Performance Management will benefit you professionally as you gain skills and acquire tools that will enable you to support your team! This is an important skill for managers to have in order to create a successful workplace environment. Performance Management can be challenging and complex. To navigate this maze you need to have systematic action plans, develop specific competencies and implement structured assessments, and that is exactly what you will learn to do in this course!  This course brings Lorraine's 25 + years of experience and industry know-how, to you! Her unique teaching style comes from her experience in presidential roles in 7 companies, in 6 countries around the world. By the end of this course you will be able to confidently and effectively manage your employees performance, and by doing so, motivate employees, achieve company goals and reach business objectives.  We look forward to seeing you in the course!...

3. Performance Management: Build a High Performing Team

4.5

(4,320)

This course covers three essential topics under the management umbrella: The golden thread of objectives, measuring performance, and managing performance. First you will learn a systematic method for connecting your organisational vision with day to day task level objectives, a critical aspect in driving motivation and commitment in teams and individuals. We call this the Golden Thread, the connection that runs through every stage from vision to task. Without this connection daily activities can begin to feel misguided, unnecessary, and even debilitating.  The second topic will save you a massive headache by teaching you how to measure and monitor effectively. We must measure progress towards targets, but measuring and monitoring in the wrong areas could cause skewed or even false results, not to mention the wasted time and effort involved. Get to grips with multiple potential measures, and understand what key areas you should be measuring in order to recoup clear accurate, and useful data.  The final topic in this course is managing performance. Through our lessons you will learn ways of adapting your approach to performance management to meet properly individuals needs. Using our will vs skill matrix you will discover a formula for prescribing an approach based upon your staff members current competence and attitude...

4. Effectively Managing Employee Performance

4.4

(1,987)

Welcome to Effectively Managing Employee Performance. If you're interested in becoming an accomplished project manager, this training will give you valuable real-life project management techniques. Learn the skills you need to be an effective project manager. Course Overview: Through this course you'll concentrate on how to successfully and effectively manage employee performance by learning about ways to identify and prevent performance problems and causes, positive ways to deliver feedback and counseling and disciplining problem performance. Course Breakdown: Section 1: In the pre-assessment quiz you'll face questions from all sections of this project management training. Test your current knowledge and know your strengths and weaknesses. Section 2: The most effective method for managing performance problems is preventing them As a manager,  take a closer look at the dynamics of the employee-manager relationship, and gain insight on different ways to avoid performance problems in your staff. It's important that you have the knowledge and tools used to prevent performance problems. Section 3: Regardless of how effective you are in establishing practices that prevent performance problems, you will at some point run into performance problems. Learn about the different types of performance problems and their causes and the best way to respond to them. Discover the difference between conduct problems and performance problems and explore the role that personality plays in performance problems. You'll be able to tackle performance problems head on using the knowledge accumulated here. Section 4: Counseling can be used to get to the root of why employees are unable to meet performance expectations. The most important tool a supervisor can use in addressing performance problems is feedback and counseling. Another tool that will assist you is a Performance Improvement Plan. Learn how to use these tools to effectively address performance problems and improve workplace performance. Hone your managerial, supervisory, coaching, and teaching techniques. Section 5: Understand the impact of mishandling discipline, particularly the implications it has on the employee-manager relationship. After taking disciplinary action, there are additional options to consider as manager including termination, discipline without punishment, and performance change. Section 6: As a short Final Exam, these questions ties all the above sections in a quick review of key concepts. Recommendations: Learn from others! Here are some reviews from the participants enrolled in this course (Click on reviews to see full list of reviews)Smart method to learn - This course is helpful and using smart way to motivate thinking and understanding. The instructor has a professional delivery method, and the he materials are interesting and creative specially the flashcards and the exercises - Ibrahim AlsayedThis course is of high quality - This course will let you become a PMP and CAMP master and it will explain you every concept. The instructor is highly engaging and highly motivating. Can't be better. Thank you - Saber TliliExcellent class! - I already have my PMP, but wish I had this class as a study tool prior to taking the test. I am confident that a person who studies the materials presented in this course should have no problem with the exam. I took the class for the PDUs to keep my certification up. On completion of the class I followed the instructions, and had no problem registering the credits with PMI - Robert VroomPMI, PMP, and CAMP are a registered trademarks of the Project Management Institute, Inc...

5. Managing & Improving Employee Performance

4.5

(607)

It's the most important job for any leader: managing your people and helping them develop and thrive. But how do you create a positive culture that encourages their growth? And what do you do if - despite all your best efforts - an employee just isn't performing well?  In this course, Dorie Clark - a Duke University executive education professor and author of the Wall Street Journal bestseller The Long Game - will show you concrete strategies to help you create a work environment that motivates your employees to succeed, communicate your expectations clearly, celebrate team successes, and gracefully help employees whose performance isn't meeting standards. The course includes specific scripts you can use to start performance conversations, and techniques to get employees to open up about their perspective and come to a shared understanding about how to remedy the situation. As a manager, you want to ensure your team is as strong and successful as possible. By using the strategies taught in this course, you'll learn how to create the conditions to help them thrive, and ways to navigate the inevitable awkwardness when an employee misses the mark. You'll emerge a stronger leader, who is better prepared to guide your team and cultivate their unique skills in the workplace...

6. Management Skills: Managing & Improving Employee Performance

4.5

(100)

Welcome to the course, Managing and Improving Employee Performance! I'm excited to share my over 20 years of experience in business with you and help you improve employee performance in your own organization. This course is designed for managers, supervisors, and business owners who want to take their team's performance to the next level. Employee performance is a critical component of organizational success and it's more important now than ever before. As the business landscape continues to change, organizations need to be able to adapt and evolve to stay competitive. This course will provide you with the tools and strategies you need to manage and improve employee performance in your organization. Throughout this course, you'll learn how to set clear expectations and goals, understand the factors that impact employee performance, and motivate employees to achieve success. We'll cover key topics such as providing feedback and support, managing a diverse and remote team, and measuring and rewarding performance. You'll also learn how to identify and address poor performance, conflicts and difficulties, and legal issues and compliance. We'll also cover the importance of leading and managing change, building and maintaining a positive work culture, and coaching and developing employees. In addition to the course content, you'll also receive a full workbook for the course, which consists of all the 1-page worksheets for each individual lesson. These worksheets are also available with each lesson, so you can easily follow along and take notes as you go through the course. This course is unique because it not only provides you with the knowledge and tools you need to manage and improve employee performance, but also helps you develop the skills and confidence to implement these strategies in your own organization. This course will give you the tools and strategies you need to drive performance and success in your organization. Enroll today and start improving employee performance in your organization!...

7. Performance appraisal: Manager's guide to performance review

4.3

(510)

In some organisations the periodic formal meeting between a manager and a member of staff is called a performance appraisal.  In others it's just called an appraisal; or an appraisal review or a performance review - the terms vary. The aims of these reviews can also vary.  They can include: improving performance; assessing achievements against objectives; reviewing levels of competence; solving problems; developing the employee's skills and career; and setting fresh objectives. The aims of the appraisal tend to reflect the priorities of the organisation.  It is important, though, that the appraisers who are being trained reflect on what they want to get from appraisals and on what they think appraisees will want. There has to be something in the appraisal process that will be seen to be of benefit to the participants - failure to recognise this has probably been one of the root causes of the lack of success of so many appraisal systems. Appraisals can be a cause of anguish for both the person being appraised and the appraiser.  But the good news is that properly conducted appraisals can be hugely rewarding for both parties. Achieving higher performance does not happen automatically; success depends on the human skills of the person at the sharp end - the appraiser.  Very often - with the best intentions - managers get appraisals wrong.  This training resource has been especially designed to help them get it right! Based on accumulated research findings and practical experience from across the world. This Skill Boosters course complements widely differing appraisal processes by concentrating on the universal aims of appraisal - making a fair and accurate assessment of performance and carrying out the appraisal discussion in a way that motivates appraisees rather than turning them off. Properly conducted appraisals can be hugely rewarding to both appraiser and appraisee, whatever their level or organisation.  This resource will help appraisers to discover how they can encourage development so that each person in their team achieves their full potential. This Skill Boosters course uses dramatised scenarios to highlight the key learning points and provides opportunities for managers to observe best practice in planning for and conducting the appraisal meeting...

8. Performance Management and Compensation Management in HRM

4.4

(276)

Performance management is a corporate management tool that helps managers monitor and evaluate employees' work. Performance management's goal is to create an environment where people can perform to the best of their abilities to produce the highest-quality work most efficiently and effectively. Performance-management programs use traditional tools such as creating and measuring goals, objectives, and milestones. They also aim to define what effective performance looks like and develop processes to measure performance. However, instead of using the traditional paradigm of year-end reviews, performance management turns every interaction with an employee into an occasion to learn. Compensation management, also known as wage and salary administration, remuneration management, or reward management, is concerned with designing and implementing total compensation package. Compensation management is the practice of planning and distributing the overall pay and benefits package to a company's employees. This program ensures that a company's salaries and bonuses remain competitive within the industry and equitable within the organization. It also involves managing company benefit programs, ensuring the job classifications are up to date, risks are minimized, and the package meets the overall needs of employees and their families. Learning outcomes from this Courses: Understanding PerformanceFundamentals of Performance ManagementPerformance Management SystemPerformance CounsellingPerformance Management ProcessPerformance PlanningUnderstanding Performance AppraisalPerformance InfluencersMethods of Performance AppraisalJob and related conceptsDegree FeedbackPotential AppraisalMentoring and CoachingPerformance MonitoringPerformance MeasurementCareer Development and MobilityPerformance Management ImplementationEthics in Performance ManagementPerformance Management in International ContextRole of HR professional in performance managementUnderstanding Compensation ManagementFoundation of Compensation ManagementFactors influencing Compensation ManagementCompensation and Job EvaluationArchitecture of Compensation ManagementDesigning CompensationBehavioural Dimension of compensation managementManaging PerformanceWages & salaries administrationPerformance rewardIncentives and Fringe BenefitsStock Based CompensationCompensation and Business EnvironmentExecutive CompensationChallenges to compensation managementCompensation for Flexible WorkforceLegal framework for CompensationInternational Payment System...

9. Performance Management: Objective setting for NEW MANAGERS

4.5

(636)

If you want to get the best out of your team - working with high quality performance objectives is key. The ability to use performance objectives to provide focus and clarity for your team is one of the foundations of effective management. This short course will step new (and experienced) managers through the objective setting process. It will highlight the common traps that even more experienced managers fall into and help you avoid them. It will enable new managers to hit the objectives deck running. Applying powerful performance objectives and skills dramatically increase the probability you will: manage a best performing teammanage a team that know what is expected of themmanage a team that delivers on its objectives and gets results. The principles are important, but the execution critical. The course is short and focused so you can refresh your thinking whenever you find yourself agreeing new objectives with team members.  Think of it  as a pocket coach. Something you can access quickly and easily whenever you need to...

10. Certified Performance Management Professional (CPMP)

4.2

(628)

The purpose of this Certified Performance Management Professional (CPMP) course is to highlight the elements of performance management that lead to an effective and efficient organizational performance. This course will provide a strong foundation in deploying performance management by developing the next generation of performance experts. They will form the basis of the organization performance measurement capability. In addition, this obtained performance knowledge will help you in understanding, establishing, activating, reporting and generating value by using KPIs across the organization. By completing this course, you will gain both the theoretical understanding and practical experience of using a variety of performance management tools and techniques. Best Used Tools & Techniques For a Performance Management System (Included)11 FREE TEMPLATES, BOOK, PHONE APP, & CLOUD SYSTEM are included with this course: 1) KPI Mega Library Phone APP with 36,000 KPIs 2) Kippy Cloud system (To host strategy, KPIs, projects, & appraisals)3) Balanced Scorecards template with dashboards (Excel) x 24) Projects template with dashboards (Excel) 5) HR appraisal template with individual KPIs (Excel) 6) Quarterly performance review template for review meeting (PPT) 7) Strategy & KPI Terminologies for future use (PDF) 8) Kaizen Initiative Template and process (Excel)9) Strategy Planning & Execution From A to Z Book (Free soft copy) 10) Strategy development & alignment template (PPT)"Your Complete Tool Set for Successful Performance Management Implementation"Note: There is an optional additional online exam (excluded) that you can take to become a Certified Performance Management Professional (CPMP) - Exam Fee appliesHowever, Attendance Certificate is FREE through Udemy course screen...

11. Employee Performance Management For Beginners

4.4

(62)

If people are the greatest creators of value in organizations, then good performance management is critical for an organization's success. Employees need to understand what's expected of them, and to achieve those goals they must be managed so that they're motivated, have the necessary skills, resources and support, and are accountable."Performance management aims to monitor, maintain and improve employee performance in line with an organization's objectives" - CIPD  Performance management is not a single activity, but rather a group of practices that should be approached holistically. There's no standard definition of performance management but it describes activities that: Establish objectives through which individuals and teams can see their part in the organization's mission and strategy. Improve performance among employees, teams and, ultimately, organizations. Hold people to account for their performance by linking it to reward, career progression and termination of contracts. At its best, performance management is a holistic set of processes and centered on two-way discussion and regular, frank, yet supportive feedback of progress towards objectives. Effective performance management relies on both formal and informal processes. It involves planning - for example, defining and reviewing objectives, linking ways of achieving those objectives to business plans, and setting measures of success. These are often discussed in meetings between the line manager and employees, known as performance review or appraisal. This is a Beginner course for individuals new to employee performance management and human resources management. Learning Objectives: You will acquire of foundational knowledge of employee performance management. You will learn the various performance management activities such as performance planning, performance coaching, performance review, performance reward and performance improvement. You will learn how to set performance objectives that is objective. You will learn the best approach to employee performance management. You will learn how to lead employees to optimum performance in the workplace...

12. Sports Management: Strategy and Performance

4.7

(117)

SummaryStrategic management is the process of setting and optimising goals, ensuring that the business is on the right track and that its core goals are being met. For any business or sports organisation, goals are crucial, helping the management and staff or athletes work together to achieve their shared targets. The overall objectives of a strategic management plan are to set realistic aims, put processes in place to achieve those aims, collect and analyse data on the organisation and use that data to improve the processes. Strategic performance management is used in both sports and business, helping organisations get more out of their resources while gaining a competitive advantage over other organisations in the same markets or competitions. The strategic management process is cyclical, with management regularly needing to reassess the aims of the business and continually using data to analyse performance and adjust the processes in place. The sports industry is a highly competitive field, both in terms of jobs and competition between organisations. Most businesses within the sports industry now make use of strategic performance management to not only improve results on the pitch but also improve the overall business of the organisation. Anyone wanting to work in sports management, or any related field, will need to understand the theory behind strategic management and how it can be applied to a sports business. As the sports industry has become more professional over time, there's an increasing need for organisations to look for ways to get ahead of the competition. Innovation in training methods, new techniques, improvements in sports science and strategic management have all been utilised to improve performances and achieve better results. As the rewards for success have increased, so has the incentive for sports organisations to optimise their management and look for new ways to improve results. All organisations should be looking to gain a competitive advantage over other businesses in the same market. This includes sports clubs, athletes and businesses which are all competing for revenue, fans and market share. To be able to gain a competitive advantage, strategic management is essential, and the executives or decision-makers need to understand how to form and apply effective strategy. To continually outperform the competition and ensure longterm success, organisations must revisit their strategy regularly, assessing their strengths, weaknesses, opportunities and threats. This is known as SWOT analysis and along with human resources management, brand management and corporate strategy, forms the key components of a successful strategy. In the sports industry, other areas also need to be assessed and optimised to ensure success. Sports organisations and athletes need to focus on scouting and hiring the right talent as well as optimising training methods. On top of this, motivation and well being are important aspects to consider. For an athlete to perform at their best level, all of these aspects must be carefully managed and controlled. With new innovations coming into the sports industry all the time, organisations need to stay ahead of the latest trends to keep up with the competition. Just as data analysis and technology have changed how businesses operate in the modern world, they're also changing how sports organisations work. To be successful in business or sports management, a good understanding of technology, as well as data analysis and future trends, is required. Long terms success depends on constantly innovating and adapting to changes in the market. What You'll Learn· What is strategic and performance management· The importance of strategic management· The importance of values to a business· What a mission and vision statement are and why they're so important· What is SWOT analysis and what it's used for· All about competitive advantage and how companies look for and gain an advantage over their competitors· Why sports are an important part of the community and community development· Methods used for training skills· The importance of friendly and exhibition games· How to build leadership, communication and teamwork· What are human resources· How sports organisations and companies scout for talent· Why motivation is important in business and in sports· The role of mental wellbeing and positive reinforcement in sports and business· Training to optimise performance· Injury prevention and support· How teams, coaches and athletes measure performances to improve· What is corporate strategy and what are the four components of corporate strategy· Brand management and its importance· How organisations raise capital and why· Growth strategies of successful businesses· How businesses measure and analyse data· How sports organisations measure and analyse data· What are brand equity and positioning?· What is brand management?· The different areas of digital marketing and its importance· The importance of social innovation and entrepreneurship in sports· Why creativity is important in sports· How organisations manage and plan for innovationWords from the Author, Saam Momen: I have a true passion for teaching! I have proudly taught university courses in Switzerland, USA and Brazil. My career spans over 15 years in the sporting industry with jobs at the London Olympic Bid Committee, UEFA, CSM and TEAM Marketing. I possess a Master Degree in Sports Management and an Executive Education diploma at Harvard Business School on The Business of Entertainment, Media and Sports. I hope that throughout this course you are able to have a wonderful learning experience! Please do not hesitate to reach out should you have any queries. Why Choose This Course?This course has been designed to help students understand the theory and application of strategic performance management in sports and business. If you're looking to get started working in sports management or in any other kind of management role, this course will help you to understand key ideas of performance management and how to create and refine business strategies. This course is aimed at giving you the best possible preparation for a career in sports management, introducing you to several concepts and ideas that you'll use throughout your career. Whether you plan on working in the sports industry directly or take another career path in business management, you'll be able to apply and make use of the topics taught through this course. Understanding the theory behind strategic management and what it means is necessary to succeed in a successful, modern organisation. As competition between organisations gets stronger, being able to understand strategic management and its importance in sports and business is essential. The course will establish the function of strategic management and how it relates to performance, letting you understand concepts such as mission and value statements and how they can help to centre a long-term strategy. You'll also cover the SWOT analysis method and learn how organisations measure and evaluate their strengths and weaknesses plus opportunities and threats. In any strategic management plan, a SWOT analysis gives managers clues as to which areas of the organisation they can improve, and which areas can be built on. The course will help you to understand each part of the SWOT analysis and how important it is in building and maintaining a competitive advantage. Sports development covers the topics of creating and developing athletes as well as how sports can affect local communities. The course covers both of these areas in detail, first looking at community sports development and how sports can bring a positive change to local areas. You'll also learn about the sports continuum model and how it's applied from grassroots sports although up to elite sports development as well as learning about types of training. Being able to manage, lead and motivate staff and athletes is required for anyone wanting to work in sports management. This course will describe in detail how to improve teamwork, leadership and communication skills as well as helping you to learn more about human resource management in general. This includes talent scouting, motivation and how to protect and foster the wellbeing and positivity of staff. In sports and business, a lot of time and resources is spent looking for new ways to optimise performances and get more out of the available resources. The methods used will vary depending on the type of business but improving training methods, and measuring performances are highly effective. In sports, it's also important for organisations to provide proper injury prevention and support as excessive injuries can seriously affect the overall performance of the team. Corporate strategy is an aspect of strategic performance management that can be applied to large organisations that are comprised of multiple businesses. In these organisations, it's important that the strategy of each business aligns with the overall strategy of the organisation. In this course, you'll learn more about corporate strategy, including how it's used, its importance and the different areas that make up the overall strategy. Over the past few decades, data analysis has become an integral part of business strategy. Modern businesses use data to analyse their decisions and drive future strategy. Data analysis can be grouped into four main categories which each have distinct uses and applications. The course will look at the different ways data can be used in business and also how modern sports organisations are adopting a data-driven approach to decision making. The course also examines marketing strategy, letting you learn more about the influence of marketing on an organisation's overall strategy. You will get an in-depth look at how brand equity and positioning work, including details on how brand positioning is applied and why. You'll also learn more about brand activation and digital marketing and how they form an integral part of any modern marketing strategy. Innovation is a crucial step in building a competitive advantage, and strategic performance management should have a focus on encouraging innovation and progressive change within the organisation. The course will teach you about social innovation and entrepreneurship, including how sports can bring about positive social change. You'll also see how sports and creativity are linked and how organisations can promote and manage innovation. Finally, the course will also give you some real-world examples of strategic and performance management, letting you see the theories you've learned in practice. There are three case studies of businesses in the sports industry implementing strategic management to optimise performance in key areas. You'll get to see a closer look at how businesses operate and the effects that a clear and well thought out strategy can produce. Through this course, you'll gain a clearer understanding of the overall importance of strategic performance management in sports and business. You'll be able to develop your knowledge of business and see how strategic management is a necessary tool in modern and competitive industries. By the time you have completed the course, you should be confident in your knowledge of strategic management and be able to relate your studies to real-world examples in sports...

13. KPIs: Key Performance Indicators A-Z: Performance Management

4.4

(436)

Why you can't afford to ignore KPIs…Key Performance Indicators are essential to anyone who takes their work, business or craft seriously. Whether you're an individual focusing on career progression, or a multi-level organisation wanting to improve productivity in your teams, KPIs are one of the most effective business strategies for increasing productivity, growth and turnover. KPIs give you valuable insights so you can review your current performance objectively and highlight all the opportunities for improvement. Whether you're a start-up with a sharp focus on growth, or an analyst implementing a new reporting system, this course will level-up your data skills and help you get a solid set of KPIs up and running so you can drive performance and bring profound benefits to your team, business or organisation. KPIs: The Road To Rapid ImprovementsThis course provides you with practical tools and techniques to plan and structure your KPI strategy so you can make informed business decisions and achieve high performance in all aspects of your organisation. From looking at what KPIs are and why we need them, to how to choose the right indicators for your business, we'll also explore how to effectively present your data to get the maximum impact using clear and easy-to-understand charts, graphs and infographics. From understanding the hierarchy of KPIs to learning how team leaders and department heads can ensure their performance indicators align to achieve the overall company objectives, this course will take you through evaluating existing metrics and highlighting some cardinal sins that you'll want to avoid. This course will make you feel confident in planning, implementing and reporting your most important performance data. Take the lead! By the time you finish this course, you'll understand how to select and implement a robust set of KPIs that best suit your business, allowing you to analyse performance, make adjustments and motivate your team to create change and achieve great things. A good set of KPIs will bring extensive benefits to every team looking to get more from their performance - and you're now in a great place to take the leading role in making that happen. About Laurence GartsideLaurence Gartside is a management consultant and business operations coach with a master's degree in manufacturing, engineering and management from the University of Cambridge. He has consulted for numerous major companies around the world and is the founder of Rowtons Training. In this course, you will learn:• Practical tools and techniques that will enable you to implement a robust set of KPIs• How to make sure your KPIs align with the wider business objectives• Tools to help you present your data in a clear and engaging way• Choosing which metrics you should be measuring to enforce real, effective change in your business• Find it easy to create a set of KPIs that will transform your working practices, whether as part of a larger company or for your own venture• Learn how to create complementary metrics that will work together to ensure the best possible outcomes• How to deal with objections and resistance from other team members who don't yet understand the transformative power of a solid set of KPIs• Take back control of your performance and understand what drives improvements and what might be holding you back from achieving your full potential• Level-up your data skills so you can move up the career ladderStart getting your business back on track with a set of KPIs that will increase productivity, growth and turnover and transform your organisation TODAY! Full Course Contents1. Introduction to Key Performance IndicatorsBenzo's Ice Cream - KPI Course OverviewWelcomeThe Green Mayor Joke - Part 1The Green Mayor Joke - Part 2The JourneyWho uses Performance Metrics?2. Who uses KPIs?What are KPIs?Do we really need KPIs?Why do we need KPIs?Mission, Vision, Strategy, GoalsExampleHierarchy of KPIs3. Business Performance ManagementBusiness Performance - IntroductionBusiness Perspective - MetricsOperations Perspective - MetricsOperations Perspective - ExamplesMetrics vs KPIsObjectives & Key Results (OKR)Progress, Plans, Problems (PPP)4. Choosing and Evaluating MetricsChoosing and Evaluating Metrics - IntroductionGood MetricsBad MetricsThe Cobra EffectDysfunctional BehavioursSub part Optimization ≠ System Optimization - Part 1Sub part Optimization ≠ System Optimization - Part 2Evaluating MetricsKPIs aren't everythingImportant Concepts - IntroductionLeading vs Lagging KPIsIntegrated / Complementary MetricsBalanced Scorecards5. ImplementationImplementing KPIs - IntroductionStart with what you can controlObjection HandlingObjection Handling - The "Real" ObjectionsVisibility of KPIsTelling a story (with KPIs)Telling a story (with KPIs) - Top Tips6. Presentation of KPIsPresenting KPIs - IntroductionCharts and GraphsLine, Bar, Hybrid & Scatter ChartsWaterfall & Pie ChartsHistogram, Tables and GaugesPresenting Data - Key PointsReviewing Examples - Charts and Graphs PresentationInfographics - IntroductionInfographics - Evaluating ExamplesDashboards - IntroductionDashboards - Evaluating Examples7. ConclusionWrap UpConclusionHow to Get your Certificate...

14. Management Coaching Employee Performance Coach Certification

4.5

(3,190)

Students who complete this course will receive an official life coach CERTIFICATION from Transformation Academy. This course is also accredited by internationally recognized Continuing Professional Development Standards Agency (Provider No: 50134), and 10 CPD or CEU credits are available upon request. Details for how to request the official certification and optional 10 CPD/CEU credits will be provided at the end of the course.+++++++++++++++++++++++++++++++++++++++++++++++We are top Udemy instructors in the personal development category. Our courses have been taken by over 700,000+ happy students from 200 countries. We have a thriving community in the course and we are actively involved and answer questions within 24h.+++++++++++++++++++++++++++++++++++++++++++++++Research conducted over decades by the Gallup Organization shows clearly that the number 1 factor that determined the job satisfaction and performance of valuable employees, and therefore leads them to grow with the organization, is the relationship they have with their boss. That's you!   If you want happy, productive employees who contribute to the organization and fulfill their potential, it's time to take your role as a manager beyond simply managing their behavior or responsibilities, and instead facilitate their development-as a coach.   Being a coach isn't about simply developing your employees skills or careers, it's about helping them grow as a person. It means you are personally invested in their wellbeing and development. Being a high-performing manager is not about telling your employees what to do and providing feedback only during annual performance reviews. It means taking responsibility for their performance and success by partnering with them to chart a course to desired outcomes and supporting them along the way. The time you invest in coaching your employees will reduce the time you spend putting out fires, handling issues, and compensating for low performance.    Don't be a coach.... just because 70% of employee learning and development happens on the job, not through formal training programs   . Or because 63% of organizations are using internal coaching because the benefits are numerous   . Or because leaders who implemented coaching effectively and frequently improved results for their business by a staggering 21% compared to managers that do not use coaching.   Become an employee performance coach because of the direct impact it will have on your relationships, your staff's performance, and your organization's long-term success.   This program will provide best practices for coaching your employees, including: How to approach the relationship and develop a strong relationship of trustExactly how to structure the process, including scripts, assessments, and templates. Effective communication techniques How to establish goals, expectations and what needs improvementPlus, you'll learn a proven done-for-you coaching process for creating an employee performance improvement plan, including: Establishing Performance Expectations Assessing Employee NeedsAnalyzing PerformanceProviding Feedback   STUDENTS WHO COMPLETE EVERY LESSON IN THIS COURSE WILL RECEIVE AN OFFICIAL CERTIFICATION FROM TRANSFORMATION SERVICES, INC., AS WELL AS THE CERTIFIED EMPLOYEE PERFORMANCE COACH LOGO TO USE IN HIS/HER MARKETING MATERIAL. SEE THE FINAL LESSON IN THIS COURSE FOR INSTRUCTIONS. So, are you ready to help your employees increase their performance and enhance their careers? If so enroll now, we look forward to seeing you in the course! Guarantee: We know you will love this course. However, we offer a no-questions-asked 30-day money-back guarantee if the course does not meet your needs for any reason.  So who are we?   We are Joeel & Natalie Rivera. We own a digital media publishing company called Transformation Services, Inc. We provide training programs and curriculum development for entrepreneurs and small businesses and have been coaching for over a decade. All of our programs are designed  based on our experience in coaching, social services, psychology, and  education, as well Joeel's Masters Degree in Counseling and research on  happiness for his dissertation for a PhD in psychology. We have over 300,000+ students from 195 countries.   Copyright ©️ Transformation Services, Inc. All Rights Reserved...

15. Performance Improvement Projects for Management Consultants

4.5

(413)

What is the aim of this course?One of the projects you will participate in during your work in management consulting is the Performance Improvement Project. You will be hired by the owner or the Board of Directors to improve the business. Those projects are extremely interesting because you will be able to make a real change, create a new reality and improve part of the business or even the whole business. There are also very difficult as you have to not only analyze areas but also find ways to improve the current situation as well as, on some occasions, implement the change. The skills that you will learn during this sort of project will be also very useful once you move to work for regular businesses or set up your own firm. In this course, I will show you how to deliver such projects fast and efficiently. In the course you will learn the following things: How to conduct performance improvement projectsHow to estimate in Excel savings and improvementsWhere to look for performance improvements in FMCG and RetailWhat frameworks can be used during performance improvement projectsThis course is based on my 15 years of experience as a consultant in top consulting firms and as a Board Member responsible for strategy, performance improvement, and turn-arounds in the biggest firms from Retail, FMCG, SMG, B2B, and services sectors that I worked for. I have carried out or supervised over 90 different performance improvement projects in different industries that generated a total of 2 billion in additional EBITDA. On the basis of what you will find in this course, I have trained in person over 100 consultants, business analysts, and managers who now are Partners in PE and VC funds, Investment Directors and Business Analysts in PE and VC, Operational Directors, COO, CRO, CEO, Directors in Consulting Companies, Board Members, etc. On top of that my courses on Udemy were already taken by more than 182 000 students including people working in EY, Walmart, Booz Allen Hamilton, Adidas, Naspers, Alvarez & Marsal, PwC, Dell, Walgreens, Orange, and many others. I teach through cases, so you will have a lot of lectures showing examples of analyses, tools, and end-products of Performance Improvement Projects. To make the course more realistic and applicable we will go over a simplified overall case for performance improvement as well as through a number of typical analyses from Retail and FMCG. I will also show you the frameworks you should use during Performance Improvement Projects to conduct this sort of project fast and efficiently.  To every lecture, you will find attached (in additional resources) the Excels as well as additional presentations, and materials shown in the lecture so as a part of this course you will also get a library of ready-made analyses that can, with certain modifications, be applied by you in your work. Why have I decided to create this course?Performance Improvement Projects differ greatly from other consulting projects. You have to not only analyze and come up with bright ideas but you quite often also have to implement them. Many Business Analysts and Management Consultants lack the frameworks as well as the fluency in analyzing the right thing fast to deliver the results the customers expect. This course will help you become an expert in the field of performance improvement which will be extremely useful not only in consulting but also later on when you become a director or you move on to build your own business. By giving you exposure to real-life cases and analyses I want to improve your skills in analyzing the right things fast and implementing the improvements that you have identified.  Thanks to this course, you will know what and how to do during a Performance Improvement Project to deliver ahead of deadlines high-quality products. To sum it up, the course will help you become an expert in Performance Improvement on the level of McKinsey, BCG, Bain, PwC, Deloitte, EY, and other top consulting firms. That is why, I highly recommend this course not only to Consultants or Business Analysts that have to advise their customers but also to Investment Directors working for PE, Directors as well as owners/founders of businesses that need better to improve their profitability and prepare for scaling. In what way will you benefit from this course?The course is a practical, step-by-step guide loaded with tons of analyses, tricks, and hints that will significantly improve the speed with which you understand, and analyze the business considered for acquisition. There is little theory - mainly examples, a lot of tips from my own experience as well as other notable examples worth mentioning. Our intention is that thanks to the course you will learn: How to conduct performance improvement projectsHow to estimate in Excel savings and improvementsWhere to look for performance improvements in FMCG and Retail. What frameworks can be used during performance improvement projectsYou can also ask me any question either through the discussion field or by messaging me directly. How the course is organized?The course is divided into the following sections: Introduction. We begin with a little intro to the course as well as some general info on how the course is organizedHow to conduct Performance Improvement Projects. In the second section, I will show you how such projects should be carried out to ensure that you deliver value to the customer fast and efficientlyA Case Study in Performance Improvement. In this section, you will be asked to solve a case study in performance improvement. I will also show you the solution and the analyses in Excel. This section will give you a flavor of how the Performance Improvement Projects look likePerformance Improvement Projects in Retail. In the 4th section, I show you what kind of frameworks you should use during performance improvement projects in Retail. You will also go through a number of real-life analyses from Performance Improvement Projects in Retail. Performance Improvement Projects in FMCG. In the 5th section, I show you what kind of frameworks you should use during performance improvement projects in FMCG. You will also go through a number of real-life analyses from Performance Improvement Projects in FMCG. You will be able also to download many additional resourcesUseful frameworks and techniquesList of resources useful during performance improvement projectsSelected analyses shown in the courseLinks to additional presentations, articles, and movies Links to books worth reading At the end of my course, students will be able to…Conduct Performance Improvement ProjectsApply the right frameworks and techniques from your management consulting toolbox   Find potential improvements in Retail and FMCGAnalyze in Excel potential improvements in Retail, and FMCG on the level of McKinsey, BCG, BainManage efficiently a consulting project devoted to performance improvementFind ways to improve the business you manageWho should take this course? Who should not?Business AnalystsManagement ConsultantsDirectorsInvestment AnalystsOwners and foundersFinancial Controllers What will students need to know or do before starting this course?Basic or intermediate ExcelBasic knowledge of economics or finance...

16. Cisco AppDynamics Application Performance Management (APM)

4.3

(1,136)

Proactive Application Performance Management (APM) or Monitoring that provides deep level visibility across all touch points of enterprise application ecosystem is the key for not just to have customer satisfaction but also customer retention. In this course, we explored Cisco's leading Application Performance Management  (APM) Solution - AppDynamics from a hands on perspective giving you what it takes to stay ahead of your competition by proactively responding to application performance issue as they arise before the users complain...

17. Certification Course in Performance Management System

4.1

(97)

Like many management terms, the word "performance management" has been interpreted, and the concept implemented, in many different ways. But the major goal in any good performance management system is to ensure that employees' activities - what they do and how well they do them - are in sync with the goals of the organization, while maintaining a motivated and happy workforce. Hence we can say that Per­for­mance man­age­ment is the con­tin­u­ous process of improv­ing per­for­mance by set­ting indi­vid­ual and team goals which are aligned to the strate­gic goals of the organ­i­sa­tion, plan­ning how to achieve the goals, review­ing and assess­ing progress, and devel­op­ing the required competencies of peo­ple. So, there are 4 major steps in the performance management system. These are- plan, act, track, and evaluatePerformance Management is a very important function in Human Resource Management and if not done properly then can waste a lot of resources of the company. Here you will learn about: Meaning of performance management system. Key characteristics of effective performance management. Different strategies in performance management. Here learn about the various strategies used nowadays. Section 1: IntroductionMeaning and key stepsWhat should we assessPerformance Management System vs. Performance AppraisalKey CharacteristicsSection 2: Various StrategiesSMART Goal settingKRAs and KPIsChecklist methodCritical Incidents MethodBehaviour Observation Scale (BOS)Behaviourally Anchored Rating Scale (BARS)Multi-Source AppraisalForced Distribution/Bell CurveAssessment Development Centre (ADC)Balanced Score Card (BSC)Management by Objectives (MBO)Objectives and Key Results (OKR)Human resource (cost) accountingPsychological and Psychometric testsSection 3: Feedbacks and Performance Improvement Plan (PIP)Section 4: Common biases...

18. Powerful Performance Management Skills For Leaders

4.5

(163)

If you are struggling to deal with unacceptable performance or behavioural issues, if you dream of a committed and motivated, top performing team, then this course if for you. Not only does this course address how to successfully engage, evaluate, provide feedback, encourage, and motivate staff to maximize their productivity via effective performance management, this course also teaches valuable strategies to identify and minimize performance problems, and better still - how to avoid them happening in the first place. The course includes quizzes so you can test your understanding of the course content, a tip at the end of each of the sections, plus exercises and an Action Plan. Section 1: IntroductionI provide you with an overview of the course, highlighting the many benefits - the short and long-term payoffs - of effectively performance managing your staff. I also share a little about myself and my knowledgeand expertise in this area. Section 2: Progressive Performance ManagementPerformance management. What is it? What's involved? What are the benefits? Well, you are about to find out. In this section you will gain an understanding of what performance management is, the key componentsof the performance management cycle and what's involved in implementing this vital management process. Section 3: Ongoing Communication: Your Essential Performance Management ToolCommunication plays a vital role within the effective performance management cycle. Learn what percentage of your time you need to communicate, how to go about doing this and what you must avoid at all costs, what steps to take so that your staff understand your motivation., and how to apply this approach with home-based staff. Use these tools to evaluate staff performance, identify where improvements need to be made, foreshadow brewing problems -both performance and behavioural issues - and nip them in the bud before they escalate. Section 4: The Importance of ClarityOne of the main reasons employees fail is because they are unclear about their roles. There are a number of things you can do to ensure your expectations are crystal clear. Learn how to ensure that your messages are clearly understood by your team members. Section 5: Delegation Failures - And What To Do InsteadEffective delegation is one of the many skills that play a powerful role in performance management. In this section I highlight some of the common delegation mistakes made by managers, so that you don't fall intothe same trap. Get it wrong and you will be doing more harm than good. You will be provided with a list of tasks that are inappropriate to delegate. Another list details the steps for effective delegation, whilehighlighting which one's are often overlooked by managers. Fall into either of these traps and you may be inadvertently creating a rod for your own back in terms of unacceptable staffing issues. Section 6: Harness The Power Of Staff MotivationPraise is a highly effective employee recognition tool that also helps to reinforce desired behaviours. Workers thrive on being appreciated and praised. When you express appreciation for good work, and motivate you staff with performance incentives and rewards you will be rewarded with a committed, enthusiastic, and top performing team. It sounds simple enough, doesn't it, but get it wrong and you will do more harm than good. You will learn the do's and don'ts that are crucial for effective performance management. Section 7: Pay Attention to the Warning SignsSo, you are doing all the right things, you've set achievable objectives for your staff, you are monitoring their progress, making yourself available, rewarding effort and achievements. Unfortunately, this is does not guarantee the absence of poor performance or unacceptable behaviour. Undesirable behaviour and poor performance usually go hand in hand with warning signs. In this truly valuable lesson you will learn toidentify these warning signs and and take immediate steps to act upon them. Section 8: Diagnose and Address the True Cause of Behaviour and Performance IssuesDon't just deal with the symptoms, because if you do, improvements will probably only be short term, and they will re-surface again down the track. What you need to do is drill down and diagnose the true cause ofbehaviour and performance failures. Do this, and then address the core issue. Learn which communication skills will aid you in identifying the underlying factors, including the right questions to ask. I will alsoshare numerous core reasons for many of the staff performance challenges and poor attitude, that managers have to deal with. Section 9: Constructive Feedback Framework Access your step-by-step guide for giving feedback to your employees with the aim of changing problem behaviour or to improve performance. This section walks you through each of these steps and also includesvaluable phrases to use when you need to clarify and probe to get the employee to open up instead of clamming up. Section 10: Interpersonal Communication SkillsAs an effective leader you should have excellent interpersonal communication skills. However, despite the best of intentions, managers sometimes create situations where their approach to performancemanagement has negative consequences. Sometimes, staff can become defensive. They may feel that they are being interrogated, attacked, criticized, intimidated, put down, and more. Essential to performancemanaging staff, is addressing performance problems without upsetting the employee. Learn skills to be adept at questioning and have the employee engage in conversation in a positive and constructive manner. Section 11: It's Time for ActionGather together all strategies, tips, guidelines, that you have taken on board during this course, and review your answers to the exercises you were invited to complete. These will form the foundation for yourdetailed Action Plan that is available for download and completion. Once your Action Plan has been completed, there is only one final step, which is… TO TAKE ACTION. Put into action what you have learned and you will be rewarded with less conflict, less stress, and a positive, motivated, and high performing team...

19. Employee Engagement Performance Management Certificate 2023

4.5

(2,177)

Earn a CSA Accredited Certificate Upon Course Completion and Approval by the CSA Review Team (12-B.4 Member in Good Standing). Provider Number: 776727+++++++++++++++++++++++++++++++++++++++++++++++Are you ready to take your team to the next level of performance? This Employee Engagement Performance Management Coach Certificate course will give you the skills you need to re-engage your team, clarify goals and expectations, and foster a positive work environment. You'll learn how to: Remain mindful and purposeful while helping others engage and grow in their workplaceMotivate your team to achieve desired results through the drivers of employee engagementAddress and resolve performance issues using the DESC Communication TechniqueInspire your team to better results with the Intended Workplace Reputation exerciseHave confident, smooth coaching conversations with your team using the Grow Coaching ModelInstill a positive workplace feel with the Appreciate Inquiry Positive Organizational ScholarshipBe viewed as an empathetic and in-tune leader through the use of Listening LevelsHave effective and efficient conversations with your team using the Paraphrasing for Clarity techniqueMaintain positive relationships while redirecting employees with Acknowledge and TransitionsThis 2.5 hour course is accredited with an option to obtain 12 Continuing Professional Development credit hours. The training is designed for new managers, supervisors, team leads, HR staff, training professionals, coaching professionals, high-potential employees, managers in training, and students who want to improve their coaching skills. The course is fully accredited by the internationally recognized agency CPD Accreditation (Accredited Provider No: 776727) and is informed by Positive Organizational Scholarship, Management Coaching Best-Practices, and Global Research on Employee Performance. Start your journey to become a more effective manager and enroll in the Employee Engagement Performance Management Coach Certificate today!+++++++++++++++++++++++++++++++++++++++++++++++ABOUT CSA MARKETPLACE™ COURSES ON UDEMY Unlock the power of online education with Coaching Studies Academy Marketplace Division! Our mission is to provide democratized access to top-notch Coaching Studies Academy™ courses for people all over the world, regardless of their financial situation. At CSA Marketplace Division, we follow Udemy's guidelines to bring you the best possible online learning experience. Due to Udemy's instructor guidelines, unfortunately, some services like Live One-On-One & Group Coaching Calls, Weekly Webinar Trainings, CSA Success Team Email Support, and Access to Coaching Studies Mastermind Group are not available to our Udemy students. However, we do have some amazing benefits in store for our Udemy students! Get world-class training programs, Q & A sessions with our instructional team, and access to an active community of 80,000 Udemy students. Our courses have received over 9,000 5-star reviews and are globally accredited, with the option to apply for Continued Professional Development/Continued Education Credit Hours (CPD/CE). With the convenience of Udemy's marketplace, you can take control of your success education on your own terms. Get started today and enjoy video-based lectures created specifically for Udemy, with instructors who are always ready to respond to your private messages and Q & A. Don't miss this opportunity to invest in yourself!...