Managing Performance
You will complete this module series with a solid understanding of how to implement and execute Managing Performance concepts and tools to be used in your project management and employee development processes.
This is your all inclusive blended learning approach to Managing Performance Training for only $139!!
An easier and faster way to learn to master the skills of managing employee performances. Managers, Leaders, All Stakeholder Employees will learn to correctly and effectively apply this powerful tool.
The program includes an easy to follow process map to carefully find your way to success and return again anytime you desire!
You will learn smart ways to use key management concepts and tools to strengthen your most important decisions.
Managing Performance
A (4) module series
99 Slides complete with notes, competency quiz, and narration 123:01 minutes.
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The focus of “managing performances” is that of alignment of stakeholder performances to the organizations Strategic Plans, with emphasis on gaining the desired business results.
This module series provides the “be able to do skills” for linking each stakeholders job function and performances to a focus on the organizations “constancy of purpose (directions) and a resolve for excellence in all they do towards delighting your customers.”
This modules series becomes a personal roadmap to success now and into the future.
Objectives part A
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Describe the Stages of Situational Leadership.
Describe how Goals Effect Project or Team Members.
Define Mission Statements.
Describe and tie Key Job Responsibilities to productivity improvements.
Describe the performance improvement process.
Explain the four types of goals.
Explain SMART goals.
Describe seven basic statistical improvement tools.
Describe and correctly use the goal action plan form. Most managers would add they want to be able to utilize these new skills as soon as possible. However, many report a lack of time to learn these skills. Further more, any new process must be one that requires involving little of their personal time. We would agree that most managers are under the “performance gun” and seemingly have little time for activities outside their daily routine of “fire fighting” emergencies.
To that we say -- got it -- it is in this module -- bundled and ready for implementation immediately. What? How can that be?
Well, we have combined skills from several sources. We have tied these related skills to Six Sigma Plus methodologies and streamlined the process of managing performance. The manager’s basic activities in this process include those of Analysis and Coaching stakeholder performances. All is tied to your organizations Strategic Plans.
Objectives part B
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Identify Core Processes and key customers.
Define Customer Critical Criteria.
Measure current process performances.
Prioritize and analyze process improvements.
Expand and integrate process improvement methodology.
Management and team develops clear and complete descriptions of the factors that drive customer’s satisfaction for each output and process requirement, or specification, within these two areas:
Objectives part C
The Goal setting process provides a clear picture of our overall goal journey for a stated period of time. When we follow in detail our Goal Setting Action Plans, we know exactly where we need to place our efforts and when we may need to apply more effort on a given task in order to achieve the desired success.
Understanding our company values, vision, and Strategic Plans will provide a framework of which to base our choices for goals selection. This will ensure we do not create goals that are in conflict with the organizations desired business results. Understanding these provides a system for prioritizing your individual goals. Priority tells us when and where to place our efforts.
Objectives part D
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Measurements -- such as results to resources ratios -- are meant to provide an objective and meaningful evaluation of job results. It is seldom appropriate to measure behaviors; they are more effectively controlled by a good coach systematically managing the consequences of the behaviors which impact the results positively or negatively.
Behaviors -- such as attendance, cooperation, wasting time, technical ineptitude and violating work rules -- are not matters to be considered here. These behaviors exampled are more likely conditions of employment and represent out of bounds violations. They often do not measure the performer’s work output. Often we waste time and energy evaluating non-productive behaviors and activities instead of focusing on desired work results.
Enrollment is easy and affordable. Why wait? Call or email to get started today. Start and complete the training when you are ready -- no waiting on semesters, or acquiring enough participants to start a class.
This is your personal class and is now open 24/7/365! We recognize that your lives are very busy -- so we built your training to be ready any time and anywhere you are ready.
Managing Performance Training Certification (4) Module Series via - CD-ROM Blended Learning - $139 US Dollars
Click on the following "Buy Now" button to get the special pricing offer of only $79. Need help -- email me. I will personally respond and assist your needs.
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