What is the definition of "conflict resolution"?
The process of ending a disagreement between two or more people in a constructive fashion for all parties involved.

Learn more about conflict resolution in the class Managing Performance: Best Practices 130 below.


Supervisor Essentials Training


Class Information
Tooling U classes are offered at the beginner, intermediate, and advanced levels. The typical class consists of 12 to 25 lessons and will take approximately one hour to complete.
Class Name:Managing Performance: Best Practices 130
Description:This class covers the various aspects of performance management as well as strategies for motivating employees. Includes an Interactive Lab.
Prerequisites: none
Difficulty:Beginner
Number of Lessons:18
Language:English, Spanish

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Below are all the competencies and job programs that contain the class Managing Performance: Best Practices 130. Job programs are our traditional class lists organized according to common job functions. Competencies are our latest job-specific curricula that help tie online learning to practical, hands-on tasks.

Click on any title to view its details.


Class Outline
  • Objectives
  • What Is Performance Management?
  • Creating a Departmental Vision
  • Planning
  • Goal Setting
  • Monitoring
  • Developing
  • Coaching
  • Mentoring
  • Evaluating
  • Giving a Performance Evaluation
  • Recognizing Performance
  • Forms of Recognition
  • Preparing Feedback
  • Providing Feedback
  • Leading by Example
  • Building Trust
  • Summary
  
Class Objectives
  • Describe employee performance management.
  • Describe how to motivate employees by making them part of the departmental vision.
  • Describe the planning aspect of performance management.
  • Describe the goal setting aspect of performance management.
  • Describe the monitoring aspect of performance management.
  • Describe the development aspect of performance management.
  • Describe the coaching aspect of performance management.
  • Describe the mentoring aspect of performance management.
  • Describe the evaluation aspect of performance management.
  • Describe how to give a performance evaluation.
  • Describe how to recognize superior performance by employees.
  • Describe different forms of recognition for superior performance.
  • Describe how to prepare effective feedback to employees.
  • Describe how to give effective feedback to employees.
  • Describe how to lead by example.
  • Describe how to build employee trust.

Class Vocabulary

Vocabulary TermDefinition
benchmark A goal used to measure the rate of progress toward a larger goal.
coaching The ongoing process of helping an employee to identify and overcome the hurdles that prevent him or her from excelling at the job.
communication The process of conveying information through speech, writing, or other transmission media.
conflict resolution The process of ending a disagreement between two or more people in a constructive fashion for all parties involved.
development The process of improving employee performance through on-the-job training, offsite training, and assigning higher levels of responsibility that allow the employee to gain new skills.
evaluation The process of formally judging the value or quality of a person or thing. For managers, an employee evaluation is a core means for ensuring effective employee performance.
feedback Communication that is given in order to guide another person or in response to the message given to the receiver.
goal An objective or standard to be achieved.
goal setting The process of determining an objective or desired result.
mentoring Teaching by example and offering guidance and support.
monitoring The process of checking whether or not employees are on track to meet their goals and giving them feedback on their progress.
offsite training Training that takes place outside of the workplace.
on-the-job training Tasks learned on-the-job. On-the-job training may be obtained through day-to-day experience or through instruction from a senior-level employee.
on-the-spot recognition Recognition that takes place immediately after an employee has accomplished something.
organizational goal A general goal that the company as a whole is trying to reach.
performance evaluation A formal review of an employee's performance, usually covering a 12-month period. Also called a performance review.
performance improvement plan A set of goals given to an employee as a result of the employee's poor performance. The PIP must give specific details of the areas in which the employee must improve and stipulate the period of time during which that improvement should occur.
performance management The process of motivating employees through setting goals, measuring progress, giving feedback, coaching for improved performance, and rewarding achievements.
performance review A formal review of an employee's performance, usually covering a 12-month period. Also called a performance evaluation.
planning The process of defining organizational goals and determining the resources and time frame required to reach those goals.
production quota A goal for the quantity of goods to be created.
progress review An informal evaluation of an employee's progress.
recognition The process of publicly acknowledging and rewarding an employee's high quality work.
self-evaluation A process in which an individual rates the quality of his or her own work.
target date The planned date for a product or process to be completed.
trust The measure of an employee's belief in a manager and willingness to follow the manager's lead. Employee trust is based on perceptions of a manager's competence as a leader and the manager's intentions toward employees.
vision The values that are important to a company, the reputation the company wishes to have among its customers, and the goals the company hopes to achieve in the future.