Products related to Performance:
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The Culture Builders : Leadership Strategies for Employee Performance
As with many people-oriented initiatives, employee engagement remains an emerging science with as many advocates as detractors. In The Culture Builders Jane Sparrow shares the insight of her research and experience into how companies are creating an engaged workforce.Along the way she looks at the evidence, the case for engagement and how organizations are measuring and defining it.Having an engagement strategy is merely a first step and so the book explores how to enable the manager-as-engager. Alongside the practical models and the guidance, there are stories and examples from leaders and organizations allowing you to learn, amongst other things, about the strong sense of purpose felt in John Lewis Partnership; the importance Innocence places on values; how Sony has used visual metaphors to give context and strategic direction and how MGM Resorts targets engagement strategies to the needs of specific employee groups. The need for sustained employee performance has been put into sharp focus in recent years.The Culture Builders is a book that provides the theory and practice to connect employee engagement to long-term performance.Simply reading it won’t guarantee that performance. Reading it, learning and applying the lessons it offers, will dramatically improve your chances.
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Strategic Internal Communication : How to Build Employee Engagement and Performance
Previously restricted to cascading information and managing day-to-day conversations, internal communication is now essential to empowering employees to deliver business strategy.Strategic Internal Communication shows how to design and implement a strategy which will lead to engaged and motivated staff, increased productivity and consequently improved business performance.The book uses the author's own Dialogue Box tool designed to help companies explore more thoroughly what kinds of conversations they need to have with employees to address internal and cultural challenges.It helps transform organizations into open and transparent communities to ensure that entire workforces are committed to the overall business vision. This fully updated 2nd edition of Strategic Internal Communication includes new information on how to use Dialogue Box during times of transition and organizational change.It also gives advice on how to manage difficult conversations and avoid damaging miscommunication and misinterpretation.Supported by examples and case studies from the author's own experience, Strategic Internal Communication is an indispensable guide to creating an integrated and collaborative culture which will take your organization to the next level of success.
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Employee-Generated Learning : How to develop training that drives performance
Developing learning materials has traditionally been a slow and costly process, with updates being a constant challenge.How can organizations counter this problem?Most companies adopt a learning strategy where content is created by a centralized learning and development (L&D) department, with no input from existing employees.This process is slow, expensive and makes it impossible to keep content updated.The solution is shifting content creation from a top-down approach to a bottom-up one, allowing employees to share their knowledge across the business.This approach is called Employee-generated Learning.Through it, L&D professionals have more time to focus on learning strategy and culture, analytics, ROI and addressing any knowledge gaps.This book is a practical guide that explains what Employee-generated Learning is, the benefits of this approach and how to implement it.It provides a framework for organizations of any size, enriched by detailed how-to's, industry insights and case studies from companies that have successfully implemented this bottom-up approach. Employee-Generated Learning covers the shift in learning trends from formal to informal learning and from theoretical learning to performance support.It outlines the performance, financial and productivity gains from kickstarting a knowledge-sharing culture.Most importantly, it is a practical manual on implementing Employee-generated Learning step by step.The book is ideal for all learning professionals looking to upskill their workforce at pace, capture the knowledge and experience of their staff and improve both individual and business performance.
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Learning Habits : Drive a Learning Culture to Improve Employee and Business Performance
A learning culture is essential to outperform the competition but how can Learning and Development (L&D) professionals achieve this?What habits do they need to develop in their workforce? Learning Habits is written by an author with over 20 years' experience using learning science to improve both business and employee outcomes.It explains what habits are necessary for an effective learning culture and how to develop them at individual, team and organizational levels.This book outlines each habit, explains what it is, why it makes a difference and how to measure it as well as providing a framework that can be used to make these habits become routine to ensure the learning sticks.Each habit is underpinned by behavioural science research and supported by practical advice, real world examples and case studies from global organizations.Learning Habits also includes checklists to track progress, a 'cue, routine, reward, reflect' model to make learning habits core to how the business operates and templates for measurement.This book is essential reading for all L&D practitioners who know that building a learning culture is crucial for individual and business success but don't know where to start.
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Are you afraid of an employee performance review?
As an AI, I do not experience fear or emotions. However, I understand that some employees may feel anxious or nervous about performance reviews. It's natural to feel some level of apprehension, but it's important to approach the review as an opportunity for growth and feedback. By preparing and being open to constructive criticism, employees can use the performance review as a chance to improve and develop their skills.
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Does every employee in a company have an employee performance review?
Not every employee in a company may have a formal employee performance review. Performance reviews are typically conducted for full-time employees, but part-time or temporary employees may not always receive a formal review. Additionally, some companies may have different review processes for different levels of employees, with more frequent or comprehensive reviews for higher-level positions. However, it is important for all employees to receive feedback on their performance and have opportunities for growth and development, whether through formal reviews or other feedback channels.
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What are performance assessments in training?
Performance assessments in training are evaluations of an individual's ability to apply the knowledge and skills they have learned in a training program to real-world situations. These assessments can take the form of simulations, role-plays, case studies, or practical demonstrations, and are designed to measure the trainee's competency and proficiency in performing specific tasks or activities. Performance assessments provide valuable feedback to both the trainee and the trainer, helping to identify areas for improvement and ensuring that the training program is effectively preparing individuals for their roles.
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How should I behave during an employee performance review?
During an employee performance review, it is important to be open-minded and receptive to feedback. Listen carefully to what your supervisor has to say, ask clarifying questions if needed, and take notes to show that you are engaged in the conversation. Be prepared to discuss your achievements, challenges, and goals for the future. Finally, be respectful, professional, and proactive in addressing any areas for improvement that are identified during the review.
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Managing Employee Performance in Seven Steps
This handbook describes how to identify the real issues affecting someone's performance and address them efficiently and effectively.Previously entitled Managing Individual Performance, this second edition includes an additional chapter that considers performance management practice in a business context.
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Performance in Popular Culture
Performance in Popular Culture reveals the intricate relationship between performance and popular culture by exploring how theatrical conventions and dramaturgical tropes have informed the way the social is constructed for popular consumption. Staged as a series of case studies, this book considers the diverse ways the social is imagined and produced in live and mediated performances, in images and texts, in interactive experiences and in cultural institutions.By looking at performance in popular culture, the world we live in becomes more visible, open to investigation and (perhaps) to change.Performance in Popular Culture engages a wide range of disciplines and theoretical frameworks: performance, theatre and cultural studies; comparative literature and media studies; gender and sexuality, critical race and post-colonial theories.Designed for accessibility at an undergraduate level, the case studies make use of visual materials, moving images and texts that are readily available to lecturers and students, to scholars and to the general public.
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Business Sustainability : Performance, Compliance, Accountability and Integrated Reporting
Business sustainability has advanced from greenwashing and branding to being a business imperative.Stakeholders, including shareholders, demand, regulators require, and companies now need to report their sustainability performance.No longer is this a choice for businesses. A decade ago, fewer than 50 companies released sustainability reports, and now more 8,000 global public companies disclose sustainability performance information on some or all five economic, governance, social, ethical, and environmental (EGSEE) dimensions of sustainability performance, and this trend is expected to continue.Indeed, more than 6,000 European public companies would be required to disclose their environmental, social, governance and diversity information for their 2017 reporting year.However, the proper determination of sustainability performance, accurate and reliable reporting and independent assurance of sustainability information remain major challenges for organizations of all types and sizes. Through reading this book, you will:Identify sustainability strategies to create innovation in new products, services, energy-efficiency, environmental facilities and green initiatives. Understand the role and responsibilities of all participants in the corporate reporting process, including directors, officers, internal auditors, external auditors, legal counsel, and investors. See ways to improve public trust, investor confidence, business reputation, employee satisfaction, corporate culture, social responsibility and environmental performance. Learn all five economic, governance, social, ethical and environmental (EGSEE) dimensions of sustainability performance separately and their integrated and interactive effects on achieving the goal of creating sustainable value for all stakeholders, including shareholders. Learn how to adopt best practices in sustainability development and performance, and deliver effective integrated sustainability reporting and assurance.
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Employee Training & Development ISE
Companies that use innovative training and development practices are likely to report better financial performance than their competitors that do not.Training and development also help a company develop the human capital needed to meet competitive challenges.Many companies now recognize that learning through training, development, and knowledge management helps employees strengthen or increase their skills directly impacting their job performance, satisfaction, and career advancement. The 9th edition covers and addresses the changes in training and development from an employer and employee perspective - adding value to the employer and employee. Based on the author's extensive experience in teaching training and development courses to both graduate and undergraduate students, Employee Training and Development, Ninth Edition, retains the lively writing style, inspiring examples, and emphasis on new technology and strategic training from previous editions.
Price: 52.99 £ | Shipping*: 0.00 £
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How should I behave during a employee performance review?
During an employee performance review, it is important to be open-minded and receptive to feedback. Listen actively to what your supervisor has to say and ask clarifying questions if needed. Be prepared to discuss your accomplishments, challenges, and goals for the future. Stay professional, remain calm, and avoid becoming defensive if any criticisms are brought up. Finally, use the feedback provided to improve and grow in your role.
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How should I behave in a employee performance review?
During an employee performance review, it is important to be open-minded and receptive to feedback. Listen carefully to the feedback provided by your supervisor and ask clarifying questions if needed. Be prepared to discuss your achievements, challenges, and goals for the future. Approach the review with a positive attitude and be willing to collaborate on creating a plan for improvement and growth.
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What loses performance?
Performance can be lost in various systems and processes due to a number of factors. In technology, performance can be lost due to outdated hardware, software bugs, or inefficient coding. In sports, performance can be lost due to injuries, lack of training, or poor nutrition. In business, performance can be lost due to ineffective leadership, lack of motivation, or inefficient processes. Overall, performance can be lost when there are obstacles or deficiencies that hinder the optimal functioning of a system or individual.
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What is the difference between peak performance and ultimate performance?
Peak performance refers to the highest level of performance that an individual or a system can achieve at a specific point in time. It represents the optimal level of output or efficiency. On the other hand, ultimate performance refers to the absolute highest level of performance that is theoretically possible, without any limitations or constraints. Ultimate performance represents the pinnacle of achievement and is often seen as the ideal or perfect level of performance. While peak performance is attainable and can be sustained for a period of time, ultimate performance may be more aspirational and may not be sustainable in the long term.
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