Managing Performance

Optimising performance in Higher Education

Our Managing Performance e-learning module was developed with Cardiff Metropolitan University and the University of East Anglia to provide HE managers with the knowledge and tools to effectively manage performance.

Sectors

  • Higher Education

Available as

  • Off the shelf
  • Fully Bespoke

We’ve built this Managing Performance module working closely with two universities to create a management tool for all higher education (HE) institutions. The course has five sections:

  1. Key Concepts
  2. The PM Cycle
  3. Responsibilities & Skills
  4. Improving Performance
  5. Assessment

Learning outcomes

On completion of this course learners will be able to:

  • Explain the importance of Performance Management (PM) within an HE setting
  • Relate the PM process to managerial activities and organisational HR policies
  • Apply practical frameworks to effectively conduct the PM process
  • Set SMART objectives, monitor and review performance and identify appropriate development needs.
  • Manage under-performance and negative behaviour in a positive manner
  • Develop a Personal Development Action Plan to apply learning and improve skills.

Course duration: 30 minutes

Learners have the option to bookmark progress and complete the course in chunks.

Continuous Professional Development
This courCPD-Certified-logose is CPD Certified and counts as 30 minutes towards learners’ annual CPD total.

Stay up-to-date
If you buy our e-learning course you’ll get any updates we make, and always be up-to-date with current legislation.

Learning by design
It’s a highly interactive course with rich graphics and audio-visual content blending a variety of question-types to encourage your learners to apply concepts to their daily work routine. An (optional) end-of-course test assesses learners on the level of knowledge they’ve retained. Pass rates can be set as required.

Easy to implement & customise
This Implementing Prevent e-learning course comes with Marshall LMS (Learning Management System), which allows you to manage all your e-learning and track completed training.

Our in-house developers can quickly & effectively adapt this course to your sector and organisation, giving you the option to add your own graphics, photos & video, and amend content to include your policies, procedures and key areas.

At Marshalls we’re totally focused on creating content that’s exactly right for your learners. That’s why we’ve built our business around customising our existing courses to match the needs of specific organisations. And if something completely original’s required, we’ll make a bespoke course for you from scratch.

When we do this, our approach is guided by a few key principles.

Organisational Need
Why do you need to provide learning for your users – specifically? Is there a compliance need, a requirement to raise performance – or generate positive outcomes for external stakeholders? We prioritise making this clear as the first step in all of our projects.

Learner Centric
Who are your learners? What are their preferred learning styles? What do they know already? How confident are they with using technology? We’ll put these questions to you, and base our approach around the picture we build up.

Learning Outcomes
We use these to decide what every screen in every course we make is intended to achieve. What is it – exactly – that learners need to explain, describe, distinguish or list? Defining these up-front keeps every project on course as we move from initial proposal, through to storyboarding and then development.

Engagement
Page-turning e-learning just doesn’t work. All of our courses are highly interactive, making extensive use of scenarios in particular. Rich media is used as appropriate, from audio-visual resources through to animations and bespoke graphics.

Respect for Learners
Treating learners as adults is vital to us. People don’t learn well if they feel they’re being patronised, and we aim to let users manage their own learning experience. We do this by writing our courses with an honest, direct tone, and giving learners choices in the form of additional learning resources and open navigational features.

‘What’s in it for me?’ is a question that all of our learners should be able to answer.


At UEA, we believe that performance management and staff development - personal and professional - are inextricably linked. When defining individual or team goals, a manager must also consider if the individuals have the knowledge, skills and attitudes to achieve the objectives she has set them. Our staff appraisal system acknowledges the interdependence of these two areas and we aim to train our managers to consider, and balance, both the development needs of their team members as well as the required operational output. In doing so, we promote a coaching mindset in UEA managers where managing performance through developing people is key. Amanda Giles, Head of CSED, University of East Anglia

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