An effective competency and rating framework facilitates clear communication between managers and employees regarding the employee's current performance and the necessary steps for improvement.

Leaders often encounter situations that require motivating, coaching, correcting, counseling, or problem-solving with their team members. Participants in this training program will learn and master techniques that establish a more productive workforce by applying these concepts.

Course Objectives:

By the end of Job Proficiency and Performance course, you will be able to:

Construct learning opportunities for maximum knowledge transfer and recall.
Recognize how adults learn at work
Implement the art and science of enhancing employees’ performance.
Write effective personal development plans.
Test the methods of evaluating and coaching for higher performance.

Who Should Attend?

This Job Proficiency and Performance course is ideal for:

Managers and leaders interested in developing team members. It is also useful for team members to draw the most value from their development meetings.

Course Outlines:

Performing at Work

– Introducing the 4 key stages of managing performance
– The practices on which effective performance management is built
– The responsibilities of the individual and management
– Setting the standards – behavioral and performance
– How can we define good performance?
– Agreeing goals and objectives
– Knowledge, Skill, Attitude and Behavior and introducing the Competency approach

Adult Learning

– Adult learning for work and learning styles, including self-assessment questionnaire.
– Conscious Competence Model.
– Methods of enabling learning and whole loop learning.
– Transferring learning to the job including the effective use of coaching and giving feedback.
– Johari Window.
– The training cycles.
– Ensuring recall.
– Delegate Motivation.

Training and Skill Mastery

– Continuous Improvement importance.
– Training or Development – defining both.
– Recognizing Competencies to meet current job requirements.
– Learning objectives and personal development options.
– Designing training for recall and behavioral change, knowledge transfer methods.
– The importance of Pre and Post-course evaluations.
– Measuring the results of a training intervention.
– Development Plans effective usage.

Managing Performance at Work

– Purpose, characteristics, and use of the Performance Appraisal.
– The Annual Performance Review process.
– Collecting data (Performance and Behavioral) for the Appraisal.
– Setting and agreeing on Quantitative v Qualitative Objectives – SMART Objectives.
– Behaviors are important too – how the job gets done. Setting standards for behaviors at work.
– Measuring progress against objectives.
– Regular performance monitoring and assessment techniques.
– Formal management of poor performance – the disciplinary process.

Improving Job Performance- Performance Discussions (Behavior-based).

– How to address any performance gaps.
– The effectiveness of “Ask” rather than “Tell”.
– Coaching Methods – the GROW Model and the characteristics of a coaching session.
– Motivational and Developmental feedback.
– Giving and receiving regular on-the-job feedback.
– Identifying Good Performance and motivational feedback.
– Identifying and responding to underperformance.

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