Demystifying Performance Management in HR

Instructor: Teri Morning
Product ID: 704961
Training Level: Basic to Intermediate
  • Duration: 60 Min
This webinar training will explain and define goal based performance management (GBPM) and how it can benefit your organization including how GBPM ties in with other HR systems such as compensation and succession planning.
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Course "Demystifying Performance Management in HR" has been pre-approved by HRCI as eligible for 1 credits towards a participant's recertification upon full completion.
“The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program”.

Why Should You Attend:

Some employees will forcefully oppose the setting of goals in their jobs. This webinar will cover the pushback an employer may get upon changing the performance management system to incorporate goal setting.

The training program will also cover how to counteract the pushback from supervisors that is often stronger than that from employees. It will cover the steps necessary to take stated organizational goals and drive them down through the organization. How to then set and monitor individual goals for employees.

Finally, it will discuss how to easily write quality documentation that clearly communicates with employees while reducing risk related litigation.

Areas Covered in the Webinar:

  • What is goal based performance management and its advantages?
  • What are the performance tools a manager has at their disposal and when to use each tool.
  • What it means to drive goals down through an organization.
  • The steps to take a goal apart for the purpose of driving it down.
  • Understanding two-track vs. one-track performance measures.
  • How to set individual employee goals.
  • How to coach and counsel employees who are not meeting goals.
  • Why some supervisors do not want to get on board with what they may (mistakenly) view as a change to their job responsibilities and how to get past that.
  • What to do with the employee who does not want goals set for them.
  • How GBPM integrates, supports and advances other HR programs, plans and systems.
  • Coaching up or counseling out low performing employees who cannot or will not improve their job performance.

Who Will Benefit:

  • Human Resource Managers
  • Human Resource Executives
  • Vice Presidents of Administration
  • CEOs
  • COOs
  • Chief People Officers
  • Organizational Development Managers
  • Senior Operations Managers
  • Directors of Learning and Development
  • Risk Management Specialists
  • Attorneys and Legal Staff
  • Human Resource Consultants
Instructor Profile:
Teri Morning

Teri Morning
President and Chief Everything Officer, Teri Morning Enterprises

Teri Morning, MBA, MS, SHRM-SCP specializes in solving organizational “people problems” and linking employee performance with compensation. Ms. Morning also sources software solutions for employee relations, employee investigations, compensation, and performance management.

She has over 15 years human resource and training experience in a variety of professional fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit company structures.

Ms. Morning has enjoyed consulting with employers on their problems and trained managers and employees for over 15 years, meeting and working with employees from all types of businesses. In addition to an MBA, she has a Master’s in Human Resource Development degree with a specialization in conflict management. She was certified by the State of Indiana in mediation skills, is certified in project management and IT management, qualified as a Myers-Briggs practitioner and holds the SHRM certification of a Senior Certified Professional (SHRM-SCP).

Topic Background:

Most employees want to know what they can do today in their jobs that will help the company be successful tomorrow. Especially high performing employees who want to work on projects that will also achieve rewards for themselves such as promotions, prestige or salary increases. When high performers do not have goals, they do wind up somewhere else and their “somewhere else” may be their employer’s competitor.

Mid performing employees often, just need a little push to become a higher if not high performing employee. Sometimes that push is merely becoming more certain of that which their employer requires. Low performing employees deserve the chance to redirect themselves. Without good feedback that likely will not occur. When that happens the employer being able to show they gave the employee clear goals, direction and feedback along with every opportunity to redeem themselves lowers litigation risk.

Companies spend an enormous amount of time, energy and resources every year to set organizational goals and manage employee performance. Whether those goals are met will largely be determined by the efforts of its biggest asset - its people. To meet every goal, a company needs every employee to help in their attainment.

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Refund Policy

Registrants may cancel up to two working days prior to the course start date and will receive a letter of credit to be used towards a future course up to one year from date of issuance. ComplianceOnline would process/provide refund if the Live Webinar has been cancelled. The attendee could choose between the recorded version of the webinar or refund for any cancelled webinar. Refunds will not be given to participants who do not show up for the webinar. On-Demand Recordings can be requested in exchange.

Webinar may be cancelled due to lack of enrolment or unavoidable factors. Registrants will be notified 24hours in advance if a cancellation occurs. Substitutions can happen any time.

If you have any concern about the content of the webinar and not satisfied please contact us at below email or by call mentioning your feedback for resolution of the matter.

We respect feedback/opinions of our customers which enables us to improve our products and services. To contact us please email [email protected] call +1-888-717-2436 (Toll Free).

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