1. Decide specifically who your participants will be, and list the things you want them to be able to do by the end of their learning process. This is much more useful as a basis for discussion and planning than simply a course or subject title.
2. Choose between three and five providers for an initial approach by telephone. A word of mouth recommendation from a colleague or associate is a good way to source providers, or of course you can research a few websites. Ask about their experience in delivering this type of training, and about fees. You can also ask them to send you sample programme outlines.
3. Interview two or three “shortlisted” providers personally, and ask how they can build and deliver the learning outcomes you want how long it will take, and how much it will cost. This will give you more relevant information, and will be a better test of the providers’ experience and capabilities, than simply asking them to “come and present what they can do”. Ask for a written proposal.
How to make the most of Performance Management
Video: How to make the most of Performance Management: 5 FAQs
This video asks five frequently asked questions around performance management and MLR’s Training Director, Margot McCleary, offers viewers some valuable advice.
Video in summary:
1) What is the difference between appraisals and performance management?
Appraisals are like snapshots that summarise employees’ performance over a given time period. Performance management is best described using a 5 step process:
• Clarify role and performance standards – make expectations of the role clear
• Assess performance – does the employee’s performance exceed, meet or fall short of expectations?
• Review performance – conduct a mutual conversation with the employee to review performance
• Set performance objectives/goals – work with the employee to set performance targets for the following year
• Plan development – with the employee, plan with them how they will meet their objectives
How to prepare for Appraisals
Perhaps, in a short while, you are due to have your annual appraisal. Probably you will be asked to prepare, so that you can participate actively and constructively in the discussion. Or perhaps you are a line manager, and need to prepare soon for the appraisals you will be conducting with members of your team.
Either way, there are four simple steps you can follow, in order to plan in advance for a useful exchange, for a sensible and objective “writing up” of the appraisal afterwards, and for a forward-looking set of practical actions to serve as a guidelines for the next performance period. Continue reading
We are pleased to announce that we have recently appointed Nicola Stanaway as our new Office Manager to help run the operational hub of the business. With an increase in new contracts this year, we need to maintain good, solid foundations within our processes and Nicola has been bought on board to ensure we are working as efficiently and effectively as possible. Continue reading