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This course is suitable for managers and team leaders who have had little or no formal training in employment law or performance management. It is also a helpful refresher for more experienced managers to bring them up to date on legislation and procedural changes, and to check their methods against best practice.
This course gives an opportunity for learners to manage poor performance at work and be able to explain the main legal framework relating to its management. It provides insights to improve performance within teams by diagnosing issues and applying effective methods of intervention in order to tackle challenges. It also allows learners to understand the basic principles behind disciplinary and grievance procedures.
By attending this ICL training course, delegates will be able to:
Be able to identify sources of poor performance at work,
Appreciate the importance of the legal framework when managing performance at work,
Be able to develop appropriate interventions in order to address performance issues,
Understand the impact of management styles in performance management,
Understand the basics of disciplinary and grievance procedures.
Live-Online
HR Managers, Line Managers, Managers responsible for the performance and discipline of employees, Union Representatives
Distinguishing Misconduct and Operational Requirements from Performance/ Incapacity
Introduction
Counselling Procedures
Factors that can be the Direct or Indirect Cause of/or may Contribute to Poor Performance
Incarceration
Legal Impediment
Lack of training, qualifications, and experience
Alcohol or drug addiction
Outside or social influences
Work related stress
Incompatibility
Incapacity due to ill health or injury
Dismissals for Incapacity – Poor Work Performance
Procedural and Substantive Fairness in Dismissal
Dismissal while on Probation
Dismissals for Incapacity - Poor Work Performance – After Probation
Performance Assessment and Evaluation form for Probation
Performance Assessment and Evaluation
Stage 1 – First discussion to determine the reason for Poor Performance
Stage 2 – The employee did not correct performance after the stage 1 discussion.
Stage 3 - Alternatives
Stage 4 – Final stage
Documents and Guidelines
Performance Assessment and Evaluation
Assessment Documentation
Example of a Notice of Poor Work Performance Meeting
Minutes of Poor work Performance Inquiry (guideline)
Module 6
The current position and guidelines with regards to poor performance for employees working from home