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Why Finance and HR are better together in a digital world – a view from CIMA & CIPD

Finance & HR – working together to move organisations forward with confidence Finance and HR are the driving force that’s helping companies define what’s next. The most successful companies will be the ones that have the vision to move forward with confidence. Join Peter Cheese, Chief Executive, CIPD and Rebecca McCaffry, Associate Technical Director — […]

10 Essential Team Needs During Crisis and Uncertainty : Keys to Encourage Engagement, Productivity and Combat Burnout

Many of our teams were having difficulty coping with stress and were facing burnout and mental health challenges long before COVID-19 came along. Through COVID-19 we are seeing that their stress is heightened even further, and our teams and colleagues will continue to be at risk. Research shows that failing to meet the essential needs […]

150

Conflict is not Always a Bad Thing: Dealing with Workplace Conflict to Improve Performance

In this HR compliance webinar attendees will learn the strategies to handle workplace conflicts with confidence and how to drive for harmony, reduced drama, and respectful communication. Also attendees will learn 13 major strategies to manage conflict, 2 models for understanding the dynamics of conflict and 9 hot buttons that can inflame conflict and what […]

150

Whats New in Onboarding

Join us to learn about current best practices and how to organize the new hire experience to build commitment, confidence and competence. We will include how to integrate technology, such as online gaming, and mobile applications that will engage and inspire your new talent to quickly grasp the knowledge and skills they need to perform […]

150

Variation; Universal Enemy of Business Performance

General Carl von Clausewitz defined friction as "…the force that makes the apparently easy so difficult," and "countless minor incidents… combine to lower the general level of performance, so that one always falls short of the intended goal." Friction is why, in civilian occupations, organizational performance often falls short of plans, and for no obvious […]

150