Performance Management
Lead stronger teams with Performance Management, a CPD-accredited programme for HR professionals, team leaders, supervisors, line managers, and aspiring people managers. Aimed at those who want to become confident performance coaches and trusted workplace leaders, this dramatic, career-focused training shows you how to set goals, run reviews, lift accountability, and turn underperformance into measurable progress with authority from day one.
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Performance Management
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This course includes:
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Access1 Year Access -
Skill Level -
Duration2 days, 12 hours -
Students430 Students -
CPD Point
10
- Original price was: £415.£25Current price is: £25. ex VAT
- 1 year
- Level 2
- Number of Units12
- Number of Quizzes0
- 2 days, 12 hours Gift this course
14-Day Money-Back Guarantee
Course Overview
Are you expected to raise standards, manage difficult conversations, and keep people performing well—yet no one has properly shown you how? If so, this performance management course is directly relevant to you, because every modern organisation needs managers and HR professionals who can set expectations clearly, run fair reviews, and turn feedback into measurable improvement.Â
The demand is real because performance is no longer managed by instinct alone. The CIPD’s Good Work Index 2025 is based on a survey of 5,000 UK employees and highlights links between work quality, management, performance, motivation, and intention to quit. Gallup’s workplace research also reports that managers account for 70% of the variance in team engagement, and its large meta-analysis across more than 183,000 business units in 53 industries and 90 countries found that highly engaged teams are associated with stronger productivity, profitability, and sales. In other words, organisations increasingly need managers who can align goals, sustain motivation, and improve employee contribution with consistency.Â
You will develop vital understanding in goal setting, establishing performance standards, 360-degree feedback, competency assessment, motivation, reflective tracking, and performance planning. The course is particularly valuable for learners preparing to handle reviews, support improvement conversations, and manage employee performance with more structure and credibility.
Lead performance conversations with clarity, not hesitation.
This CPD-accredited Performance Management course equips you to understand performance systems, set stronger expectations, guide fair reviews, and support improvement with more confidence across modern workplaces.
Enrol now to build practical people-management skills, strengthen your CV, and move forward with greater authority in HR, leadership, operations, and supervisory roles.
Learning Outcomes
Build essential confidence in performance management by learning to set goals, measure results, deliver feedback, run appraisals, support motivation, address underperformance, and create improvement plans that strengthen accountability, engagement, and team performance across a wide range of workplace settings effectively.Â
- Explain core principles of effective performance management clearly
- Set measurable goals using structured workplace planning methods
- Use 360-degree feedback to improve employee development conversations
- Apply competency assessments to evaluate strengths and gaps
- Conduct fair performance reviews with clarity and confidence
- Create performance improvement plans for underperforming employees successfully
- Use motivation techniques to strengthen engagement and accountability
- Track progress effectively with performance journals and notes
- Align KPIs with team objectives and organisational priorities
- Support continuous performance management through regular workplace check-ins
- Handle difficult feedback conversations professionally and constructively always
- Build practical performance plans that drive workplace improvement
Why Enrol in this Performance Management Course
This performance management course online UK is designed to help you build essential, career-focused knowledge for employee appraisal, feedback, coaching conversations, goal setting, and workplace improvement roles, giving you the confidence and subject understanding employers and people-focused organisations increasingly value.
- CPD Accredited certification, supporting your progression into HR, supervisory, and people management roles
- Study a performance management online course UK with 12 months unlimited access – learn anytime, anywhere
- Gain a career-focused qualification to strengthen your CV and support progression into management and HR roles
- Instant digital certificate upon completion, with the option to order a hard copy
- Receive a free student ID card to enhance your profile
- Flexible, self-paced learning with no deadlines, ideal for busy learners
- Transparent pricing with no hidden fees
- Access dedicated tutor support on weekdays throughout your learning journey
- Fast assessment and instant results, helping you progress quickly
Who is this course for?
Whether you work in HR, lead a team, supervise staff, or want stronger people-management skills, this programme suits beginners and developing managers alike. It is especially valuable for learners who want essential performance review, goal setting, feedback, and coaching knowledge that supports progression, credibility, and better everyday leadership decisions confidently.
- Aspiring HR professionals building confident people-management foundations online
- Line managers improving appraisal and feedback conversation skills
- Team leaders responsible for targets, standards, and accountability
- Supervisors managing staff performance across fast-moving workplace environments
- Business owners strengthening employee development and review processes
- Department heads aligning goals with organisational performance expectations
- Operations professionals improving consistency, productivity, and staff engagement
- Customer service managers coaching teams toward measurable outcomes
- Career changers entering people-focused leadership and management roles
- Training coordinators supporting capability, motivation, and performance improvement
- Project leads managing individual contribution and team effectiveness
- Administrators progressing into supervisory or office management positions
Requirements
There are no specific prerequisites to enrol in this Performance Management – CPD Accredited Course. Anyone and everyone can take this course.
The Performance Management – CPD Accredited Course is fully accessible from any internet-enabled smart device. So, you can study from the comfort of your home!
All you need is a passion for learning, literacy, and to be over the age of 16.
CPD Certification
After successfully completing the Performance Management
course, you will qualify for a CPD Certificate as proof of your continued professional development and achievement. This certificate can enhance your professional profile and showcase your commitment to building relevant skills and knowledge. You can receive your digital certificate for only £10, or request a printed hard copy sent by post for just £29 or both for £39.
QLS Endorsed Certification
After successfully completing the Performance Management
course, learners will be able to order a QLS Endorsed Certificate as proof of their new achievement. The Level QLS Endorsed certificate can be ordered and get delivered to your home by post for £79 only. There is an additional £10 postage charge for international students.
Assessment
For assessing your learning, you have to complete an automated MCQ exam. It is required for the students to score at least 60% to pass the exam and fulfil the Quality Licence Scheme-endorsed certificate criteria. Learners can apply for the certificate after they clear the exam.
There are assignment questions provided at the end of the course. You are suggested to complete the questions to enrich your understanding of the course. You can complete this according to your preferred time. The expert tutor will provide feedback on your performance after assessing your assignment.
Career Opportunity
Strong performance management skills support opportunities across HR, operations, training, customer service, consulting, project delivery, and people leadership. As employers focus on productivity, engagement, accountability, and retention, professionals who can set expectations, review performance, coach improvement, and align teams with business goals remain highly valuable across sectors today and tomorrow.Â
- Human Resources Officer
Human resources officers help recruit, support, and develop employees while maintaining policies, records, and people procedures. Performance management knowledge helps them coordinate appraisals, support managers, track objectives, handle underperformance fairly, and contribute to engagement and retention initiatives. This role suits organised communicators who want a practical route into HR professionally.
Salary range: £24,000 – £40,000 - Training Officer
Training officers plan and deliver learning programmes that build employee skills and workplace capability. Performance management knowledge helps them connect training needs to goals, reviews, competency gaps, and measurable outcomes. This path suits learners who enjoy development, coaching, and helping teams improve performance through structured workplace learning interventions effectively daily.
Salary range: £24,000 – £40,000 - Business Analyst
Business analysts investigate problems, map processes, and recommend improvements that make organisations more effective. Performance management skills help them define success measures, evaluate KPIs, support accountability, and link individual performance with wider operational goals. This role suits analytical learners who enjoy evidence, systems thinking, and measurable business improvement work professionally.
Salary range: £23,000 – £55,000 - Business Adviser
Business advisers support start-ups and growing organisations with planning, improvement, and performance decisions. Strong performance management knowledge helps them guide clients on targets, monitoring, staff capability, feedback culture, and productivity improvement. This route suits commercially minded communicators who enjoy solving business problems and supporting organisational growth across different sectors confidently.
Salary range: £25,000 – £54,000 - Business Project Manager
Business project managers organise people, timelines, budgets, and deliverables to complete work successfully. Performance management skills help them set expectations, monitor contribution, address blockers, and maintain accountability across teams. This role suits confident organisers who need to align individual effort with project goals and drive consistent results under pressure successfully.
Salary range: £29,000 – £75,000 - Management Consultant
Management consultants advise organisations on efficiency, structure, and performance improvement. Knowledge of performance management systems, appraisals, KPIs, and employee development helps them diagnose issues and recommend practical changes. This career suits commercially aware problem-solvers who enjoy analysing organisations, influencing decisions, and delivering measurable improvements for clients across varied industries worldwide.
Salary range: £27,000 – £60,000 - Office Manager
Office managers oversee daily operations, support staff, and maintain standards across busy departments. Performance management skills help them conduct appraisals, monitor progress, manage expectations, and support development conversations. This role suits dependable multitaskers who enjoy coordination, team oversight, and creating productive, organised environments where people perform consistently well daily efficiently.
Salary range: £25,000 – £40,000 - Customer Services Manager
Customer services managers lead support teams, improve service quality, and monitor customer outcomes. Performance management training helps them coach staff, track KPIs, run reviews, and raise standards consistently. This position suits managers who enjoy frontline leadership, data-informed decisions, and helping teams deliver better experiences while meeting operational targets effectively daily.
Salary range: £27,000 – £50,000 - Recruitment Consultant
Recruitment consultants match candidates with employers and build relationships with hiring organisations. Performance management knowledge helps them understand role expectations, evaluate candidate fit, advise clients, and support quality hiring decisions. This route suits target-driven communicators who enjoy people interaction, commercial goals, and fast-paced work with clear performance measures consistently professionally.
Salary range: £25,000 – £40,000 - Retail Manager
Retail managers motivate teams, organise operations, and drive sales performance in stores. Performance management skills help them set targets, coach staff, review results, and address underperformance quickly. This role suits energetic leaders who enjoy people development, customer-facing environments, and improving standards, service, and commercial outcomes through daily management effectively daily.
Salary range: £26,000 – £60,000
Frequently Asked Questions
What is performance management in HRM?
In HRM, performance management is the ongoing process of setting expectations, supporting employees, reviewing progress, and improving results. CIPD describes it as broader than formal paperwork alone, with regular performance discussions at its core rather than relying only on annual appraisals.
What is a performance management system?
A performance management system is the framework an organisation uses to define goals, measure contribution, hold review conversations, record outcomes, and manage improvement fairly. It often includes objectives, feedback, performance reviews, and improvement plans for underperformance.
What are the stages of performance management?
The typical stages include clarifying expectations, setting goals, monitoring progress, giving feedback, conducting structured reviews, and creating development or improvement plans where needed. CIPD also emphasises that performance reviews sit within a broader cycle of regular conversations rather than standing alone.
How to conduct a performance review effectively?
Start with clear evidence, agreed objectives, and a balanced view of achievements, behaviour, and development needs. Encourage two-way discussion, listen carefully, agree practical next steps, and document actions clearly. CIPD notes that structured reviews remain important, especially when linked to ongoing performance conversations.
How to improve employee performance at work?
Improvement usually comes from clear goals, regular feedback, appropriate support, motivation, coaching, and fair accountability. Where performance problems appear, managers should identify causes early and respond constructively rather than waiting for one annual conversation. Coaching and mentoring can also support performance improvement when used appropriately.
How to create a performance improvement plan?
A strong performance improvement plan should define the issue clearly, state the expected standard, set measurable actions, identify support available, include review dates, and explain what successful improvement looks like. It should be documented, fair, and connected to regular follow-up conversations.
Is performance management training online worth it for managers?
It can be highly worthwhile because many managers still lack enough training and time to manage staff well. A core performance management training online option can help managers improve appraisal quality, feedback confidence, accountability, and team performance without pausing their existing work responsibilities.
Can an online performance management course with a certificate support career progression?
Yes. Performance management skills are relevant across HR, supervisory, customer service, project, operations, and consulting roles. National Careers Service profiles show that many related roles reward people who can lead teams, improve standards, and manage workplace performance responsibly and effectively.
What is the difference between performance appraisal and performance management?
Performance appraisal is usually one structured review point within a wider performance management approach. Performance management is broader and continuous, covering expectations, regular feedback, progress tracking, development, and improvement planning. CIPD explicitly treats performance reviews as one element of a holistic performance management cycle.
What are KPIs in performance management?
KPIs are measurable indicators used to track whether an employee, team, or function is meeting agreed objectives. In practice, they help managers define success, monitor progress, and support more objective discussions during reviews, feedback sessions, and performance planning.
Who should take a performance management for managers course?
It is especially relevant for line managers, supervisors, team leaders, HR staff, department heads, business owners, and anyone responsible for goal setting, reviews, employee development, or handling underperformance. CIPD’s people-manager guidance is aimed directly at line managers carrying out effective performance management activities.
How does continuous performance management training help hybrid teams?
Continuous performance management helps hybrid teams because regular dialogue, clear expectations, and consistent follow-up reduce drift and improve connection. CIPD’s guidance on flexible working also recommends regular manager-employee dialogue, ideally weekly where possible, to support communication and performance.
Course Curriculum
| Module One: The Basics (I) | |||
| The Basics (I) | 00:11:00 | ||
| Module Two: The Basics (II) | |||
| The Basics (II) | 00:09:00 | ||
| Module Three: Goal Setting | |||
| Goal Setting | 00:11:00 | ||
| Module Four: Establishing Performance Goals | |||
| Establishing Performance Goals | 00:09:00 | ||
| Module Five: 360 Degree Feedback | |||
| 360 Degree Feedback | 00:07:00 | ||
| Module Six: Competency Assessments | |||
| Competency Assessments | 00:07:00 | ||
| Module Seven: Kolb's Learning Cycle | |||
| Kolb’s Learning Cycle | 00:08:00 | ||
| Module Eight: Motivation | |||
| Motivation | 00:08:00 | ||
| Module Nine: The Performance Journal | |||
| The Performance Journal | 00:08:00 | ||
| Module Ten: Creating a Performance Plan | |||
| Creating a Performance Plan | 00:09:00 | ||
| Assignment | |||
| Assignment – Performance Management | 2 days, 11 hours | ||
| Order Your Certificate | |||
| Claim Your Certificates | 00:00:00 | ||