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CB11300 Mobilise and Manage Performance
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CB11300
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Introduction
The South African Skills Development Act (1995)
The Skills Development Levy Act (1999)
The Employment Equity Act (1998)
The National Qualification Framework (NQF)
Evolve Your Talent Management Strategy For Maximum Business Impact
Career Development/Planning
Why Do Organisations Train And Develop Employees?
Processes on Education, Training and Development
Types of Training Programmes
Training Needs Analysis
Personal Development Plan
Workplace Skills Plan
Training Interventions
Experiential Learning
Recognition Of Prior Learning
Planning And Organising Training Interventions
Review And Report On Learning Interventions
Annual Training Report/Implementation Report
Information Management Systems
Stakeholders
The Learning Culture Of The Organisation
Introduction
Recruitment for First Line Managers
Coaching
Introduction To Coaching Employees On-The-Job
Setting Up a Recording System
Monitor And Review/Feedback
Evaluate And Report
The Nature of Conflict
Causes of Conflict
Responding Skills/Actions
Tips for Handling Conflict
Negotiating Skills
Manage Individual And Team Performance
Identify, Articulate And Communicate Specific Goals And Objectives
Identify Performance Objectives And Goals
The Performance Management Cycle
Developing A Performance Agreement For Individual Staff
Consult And Agree On Performance Standards
Ensure That Agreed Goals And Objectives Are Clear And Concise
Contract and Establish a Performance Monitoring Process
Reaching Agreement Can Sometimes Be Difficult
Monitor Individual And Team Outputs and Behaviours
Regularly Provide And Record Feedback
Handle And Record Unsatisfactory Performance And Inappropriate Behaviour
Review All Performance Related Documentation And Information
Practical Review Process Guideline
Performance Assessment Levels/Rating Scales
Provide Feedback To Address Competence Gaps And Poor Performance
Take Remedial Action
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