Key Learning Points:

  • Why businesses have a performance capability procedure
  • The key principles of the performance capability policy
  • The eight good practice elements of performance capability management
  • The formal stages of performance capability policies
  • How to manage the informal and formal stages of performance capability procedures
Performance Capability
Performance Capability
Performance Capability
Performance Capability
CPD Points

Course Overview

This online training course on performance capability offers a support tool to help managers understand the shared responsibility between an employee and their manage in improving standards of performance. This course also provides a framework for managers to support employees and resolve performance issues quickly, fairly and consistently. The course is designed to offer tips, advice and information, all of which forms an ideal guide to performance capability for managers.

Please note that this course is not yet compatible with mobile devices.

Course Details

  • Course duration: 1.5 hours
  • Interactive online course
  • Final assessment to pass the course
  • Certificate on completion
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Course Contents

This online course on managing performance capability is broken down into five core modules.

Introduction to the Performance Capability Policy
Introduction to the Performance Capability Policy
Many organisations develop their own performance capability policy as a mechanism for managers to take corrective action against employees' unsatisfactory performance compared to the required standards. It helps to provide clarity on the level of performance expected and how employees will be able to reach these standards, with the appropriate support. This module provides an overview of the course and an introduction to the what a performance capability policy is.
Good Practice when Managing Performance Capability
Good Practice when Managing Performance Capability
There are certain standards that a manager needs to ensure that the employees and teams they manage adhere to and there are also things the employee can do to help the manager to achieve this. In this module, learners will discover the eight key elements highlighted as good practice when dealing with an employee’s performance. Learners are also introduced to tips, advice and information to support you when managing performance capability.
Managing the Informal Stage of the Performance Capability Policy
Managing the Informal Stage of the Performance Capability Policy
When dealing with performance issues, managers usually perform some checks before considering a more formal course of action such as engaging with employees in an informal setting. This module covers the Informal Stage of the performance capability policy. Managers should aim to resolve performance issues with their employees through the Informal Stage. This module provides learners with information and guidance which will help them achieve this.
Managing Formal Stages 1 and 2 of the Performance Capability Policy
Managing Formal Stages 1 and 2 of the Performance Capability Policy
When an employee’s performance doesn’t improve at the informal stage, it is then dealt with by their line manager in a formal setting. This stage can be sensitive for both employees and managers so it needs to be handled with the greatest of care. Training on this stage can be very beneficial for managers. This module covers the Formal Stage 1 and Formal Stage 2 of the performance capability policy with scenarios-based information and guidance which can enable learners to achieve this.
Managing Formal Stage 3 and Appeals
Managing Formal Stage 3 and Appeals
When an employee’s performance doesn’t improve following the Informal Stage and Formal Stages 1 and 2, this it is dealt with at a Formal Stage 3 by their line managers. Sensitive handling of the situation is crucial to give the best chance of a satisfactory outcome for the process. Formal training on this procedure can be helpful for managers. This module covers the checks managers must make at the Formal Stage 3 of the policy with information on how to manage appeals against decisions taken at any formal stage.

Who Should Take This Course?

Performance capabilities of employees is most often dealt with by their line managers, so all line managers should receive training. Our Performance Capability course is ideal for line managers at all levels to help them conduct performance capability assessments more efficiently.

  • Managers
  • Team Leaders
  • Heads of Department
  • HR Professionals
  • Supervisors

The Assessment

The course concludes with a short quiz where learners will be tested on their knowledge and understanding. Learners will need to answer 80% of the questions correctly to pass the course. Learners will receive a certificate of completion on successfully completing the course. Learners can take the assessment again to improve their score.

2 Ways of Purchasing

You can purchase our courses individually or for even better value you can purchase the complete range of Compliance, Health and Safety or Performance Management courses in one neat bundle.

1. Individual Licenses

If you buy courses on an individual bases you pay a price per learner, per course per year. You can run these courses on your own LMS if Xapi/SCORM compliant or you can take them.

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2. Complete Bundle

Buy all of the Compliance, Health and Safety or Performance Management courses in one great value package and receive unlimited benefits.

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1. Individual Pricing

Number of Learners Cost (per year)
1 - 10 29 / per learner
11 - 20 25 / per learner
21 - 50 20 / per learner
51 - 100 15 / per learner
101 - 150 10 / per learner
150+ POA

Exchange rates are updated regularly but are only intended as a guide.

2. Complete Bundle Pricing

If you buy all the Compliance, Health & Safety or Performance Management in a complete bundle, all features come as standard, no matter the size of your organisation!

Number of Learners Cost (per year)
1 - 100 30 / per learner
101 - 200 25 / per learner
201 - 300 21 / per learner
301 - 400 18 / per learner
401 - 500 15 / per learner
501 - 750 12.50 / per learner
751 - 1000 10 / per learner
1001 - 2500 8 / per learner
2501 - 5000 6 / per learner
5000 - 10,000 5 / per learner
10,000 + POA
Included Features
  • All courses in our catalogue
  • New courses added regularly
  • Branded, downloadable posters
  • Customise Course Content for Your Team
  • Astute eLearning Platform
  • Regular course updates
  • Dedicated Account Manager
  • Unlimited help desk support

Exchange rates are updated regularly but are only intended as a guide. Prices are based on a 2 year contract.

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Why is Performance Management Training Important?

For businesses, great performance within an organisation is down to its people and their ability to perform effectively in their roles. Poor work performance has a negative impact on productivity and workplace effectiveness and failure to address it could cause resentment and have an adverse effect on those employees who are performing satisfactorily. Effective performance management helps monitor individual and team capabilities and ensures employees are supported and developed by their line managers so they can deliver the best work possible.

Why is Performance Management Training Important?

FAQ's

If you have any questions that are not covered here, please get in touch.

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What is a performance capability policy?
A performance management policy is designed to give employers means of measuring employee performance and develop processes and procedures for improving underperforming employees. The main purpose of a performance capability is to enable employers to deal with any concerns it may have about the performance of its employees in both informal and formal ways and take steps for improvements.
Why is informal feedback important?
Line managers can assess employee performance in two ways – informally or more formally (such as annual reviews). Informal performance assessment is often viewed as ongoing feedback and can be done in an informal setting through a conversation at work or over coffee. Frequent informal feedback to employees can help provide ongoing constructive feedback and prevent surprises when a more formal evaluation is conducted.
What are formal capability procedures?
The purpose of a formal capability procedure is to enable employers to raise and deal with concerns it may have about the performance of its employees to the required standards. As part of the formal capability procedures, employers can consider the ways they can support their employees in improving their performance, such as ongoing training or support, any reasonable assistance and adjustments.

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