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Managing Employee Performance

Exam Questions: 75
Course Level: Basic
Pages: 384 | Content: 314, Supplemental: 70
NASBA Area of Study: Management Services
Not Acceptable for: Enrolled Agents
Version: 8015

This course will serve as a reliable guide for managing all types of employee performance. It offers smart strategies that will help you get the most out of your employees, plus good practical and legal advice to avoid any legal trouble. You'll find out how to identify potential problems early on, decide when discipline is necessary, effectively manage remote workforces, and protect against wrongful termination lawsuits. PLEASE NOTE: Not accepted for Enrolled Agents. All course material provided. No prerequisites. Course level: Basic.

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Course Information

Table of Contents
  • AN OVERVIEW OF MANAGING PERFORMANCE
  • Performance Management Basics
  • Principles of Effective Performance Management
  • Avoiding Legal Trouble
  • IS IT TIME TO INTERVENE?
  • Identifying Potential Problems
  • Deciding What Action to Take
  • SMART PERFORMANCE MANAGEMENT SKILLS
  • Why Performance Management Is Hard
  • How to Discuss a Performance Problem with an Employee
  • Smart Ways to Deal with Difficult Employee Reactions
  • Smart Documentation
  • Smart Collaboration: Involving the Right People at the Right Time
  • THE SMART PERFORMANCE MANAGEMENT STEPS
  • Step 1: Coaching
  • Step 2: Verbal Warnings
  • Step 3: Written Warnings
  • PERFORMANCE MANAGEMENT FAILS
  • Termination
  • Life After Managing Terminations
Objectives
  • To identify how performance management works
  • To identify how to manage knowledge workers
  • To recognize which rules and regulations affect employee discipline
  • To identify warning signs of potential problems to come
  • To recognize when coaching is appropriate and when more serious responses are necessary
  • To recognize the reasons why confrontation is uncomfortable
  • To identify strategies for effective communication
  • To identify the requirements for formal and informal documentation
  • To recognize who to bring into a sensitive personnel issue
  • To identify the different types of coaching
  • To recognize how to issue a verbal warning
  • To identify a good procedure for issuing written warnings
  • To recognize the proper way to conduct a termination meeting
  • To identify who needs to be informed about an employee termination

PLEASE NOTE: CPE credit measurement is based on NASBA Registry and QAS guidelines of one credit for every 50 minutes. Credit calculation may vary in different states — check with your State Board of Accountancy. Unless otherwise noted in the specific course description, no advanced preparation is required in order to register or complete any PES CPE course. Use of materials or services provided by Professional Education Services, LP ("PES") are governed by the Terms and Conditions stated on PES' website www.mypescpe.com. PES provides these courses with the understanding that it is not providing any accounting, legal, or other professional advice and assumes no liability whatsoever in connection with its use. PES has used diligent efforts to provide quality information and material to its customers, but does not warrant or guarantee the accuracy, timeliness, completeness, or currency of the information contained herein. Ultimately, the responsibility to comply with applicable legal requirements falls solely upon the individual licensee, not PES. PES encourages you to contact your state Board for the latest information and to confirm or clarify any questions or concerns you have regarding your duties or obligations as a licensed professional.