Managing Employee Performance, Behaviour & Attitudes

The key to understanding and managing people effectively is to know something about what makes people tick. What are the things that determine individual behavior and motivation. People are at the core of any workplace, but people can be very complex in their behaviours and attitudes. Managing people and their performance requires specialist skills and attitudes that many leaders, managers, and supervisors struggle with these issues.  This exciting and very practical ASPM training course will provide the opportunity to develop your people management skills in a safe, fun, and informative learning environment.The training will also looks at the underlying assumptions, we make about human behavior and explains them. In particular this training will apply this knowledge to understand how to make Performance management more effective and efficient.

 Key Training Modules

Understanding Yourself and Others

• Exploring human psychology
• Your Johari window
• How are attitudes formed?
• Your personality style explored
• Understanding Emotional Intelligence (EI)

Performance and the Individual

• Psychological profiles – Jungian typology and understanding human behavior
• How competency frameworks support performance management
• Human behavior questionnaire
• The Iceberg model to understand the behavior
• Models of Performance Management
• The Johari window

Performance Improvement Planning (PIP)

• Introduction to performance management of people
• Understanding performance decline and the factors affecting performance
• Work performance interviewing
• Communication skills for the performance interview
• Managing good performance – behavioural reinforcement theory

The Assertiveness Model of Behaviour and Attitudes

• Identifying and recognizing the types of behavior:
• Aggressive
• Indirectly aggressive
• Passive aggressive
• Assertive
• Communication skills
• Being proactive with people

Giving Feedback and Making Appraisal Work

• The principles of effective performance appraisal
• Performance management in a multi-cultural setting
• How to deal with common mistakes and minimise failure
• How to structure an appraisal meeting – a step-by-step outline
• Giving feedback with Emotional Intelligence (EI)

Driving Performance through Talent Management

• Talent management – explored
• Employee resourcing: best practices
• Introducing basics of manpower planning
• Flexibility and introducing the ‘flexible firm’
• Differentiating succession management & talent management

How to make a Performance Appraisal System Work

• The principles of effective performance appraisal
• Why performance appraisal matters
• Performance management in a multi-cultural setting
• Common reasons for failure and mistakes made
• How to deal with common mistakes and minimise failure
• How to structure an appraisal meeting – a step-by-step outline

Dealing with ‘Difficult’ People

• Providing appropriate career-path planning – supporting development
• Dealing with difficult people and stakeholders
• Behaviour styles – passive, aggressive, passive-aggressive & assertive
• Handling aggression in others
• Personal Action Planning

Way forward after the Training

The delegates, through the help of facilitators will develop work plans. It is expected that the delegates will apply all skills acquired during the training in their work place. ASPM will monitor implementation progress after the training.

Training Evaluation:

Participants will undertake a simple exercise before the training and after the training in-order to monitor  knowledge gained through the training.