“This program has been approved for 1 (HR (General)) recertification credit hour toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through the HR Certification Institute.”
The question I get a lot is, “When should a supervisor issue a PIP”? First, performance improvement plans are not to be ‘issued’ like you would a speeding ticket. PIPs should be designed as helpful tools to assist employees on their path to performance improvement and success. Second, this type of tool can be initiated at any time the supervisor and/or the employee identifies a weak area that needs to be worked on. Shifting the concept of the purpose of PIPs can go a long way in achieving positive and lasting results.
This course reviews the purpose of PIPs, communication skills, and what to do when outcomes are achieved, or not. With this resource-loaded, fast-paced, and relatable course, you will receive tools, tips, and techniques to use to successfully lead your team. By the conclusion of this training, you will have actionable items and tools to implement the learning objectives and achieve sustained success.
We understand that managing employee performance effectively is crucial for organizational success. Performance Improvement Plans are indispensable tools for fostering a positive work environment, promoting employee growth, and aligning individual performance with organizational success. When implemented thoughtfully, PIPs contribute to a culture of continuous improvement and drive the overall success of the organization.
Attending this training will help you and your team grow professional skills and discover how to work towards continued success for yourself, your team, and your organization. This course will help your team better understand company-wide expectations of individuals and teams to achieve desired results. When workplaces incorporate these cultural principles, the work environment becomes a place to look forward to coming into with enthusiasm.
In the ever-evolving landscape of organizational management, achieving lasting team success hinges on the effective implementation of Performance Improvement Plans (PIPs). Historically, Performance Improvement Plans have been associated with remedial actions, often viewed as a precursor to disciplinary measures. However, as organizations recognize the need for a more proactive and supportive approach to employee development, the narrative surrounding PIPs is shifting. Everyone who interacts with others and aspires to continue their professional development will benefit from this training.
Deborah Jenkins has over twenty years of experience as an Accounting and Human Resources (HR) Professional. She has served in senior leadership roles as well as supporting businesses as a generalist, payroll specialist, training and development provider, and benefits administrator. The variety of industries she has contributed to spans the public, private and non-profit sectors. After having spent years broadening her skills, knowledge, and experience, Deborah now serves her clients as a Human Resources Consultant, Workforce and Leadership Training and Development Presenter, Motivational Keynote Speaker and Executive Coach through her business, HR Solutions, LLC.
Her goal is to assist others to develop more effective communications, supportive collaboration, and harmonious concord to reach superior streamlined, successful, and enjoyable results. When Deborah is not working, learning, or volunteering her time, she enjoys hanging out with her family and friends, spending time outdoors with Mother Nature, and taking in the arts and entertainment offered in her home state of Montana and beyond.