Developing people.
WHAT PERFORMANCE SYSTEMS SUPPORT
Objectives recorded Reviews conducted and documented Feedback captured Development plans
WHAT THEY DO NOT DO
Make management effective.
WHY THAT MATTERS
Systems formalise a process; they do not create the conversations.
WHAT MAKES OBJECTIVES USEFUL
Specific, observable, and agreed.
WHAT MAKES THEM USELESS
Vague, imposed, or set once and forgotten.
WHAT REVIEW RECORDS PROVIDE
Evidence, where performance is disputed.
WHY THAT MATTERS
Dismissal without documented performance concerns is difficult to defend.
WHAT TO RECORD CONTEMPORANEOUSLY
Concerns raised, and support offered.
WHAT LEARNING SYSTEMS PROVIDE
Courses delivered and tracked Compliance training recorded Certification and expiry monitored
WHY EXPIRY TRACKING MATTERS
Lapsed certifications create risk and liability.
WHAT TO AUTOMATE
Reminders before expiry.
WHAT TO MEASURE ABOUT TRAINING
Completion, and whether capability changed.
WHY THAT SECOND PART
Completion measures attendance, not learning.
WHAT TO AVOID
Systems that become an administrative burden nobody values.
WHAT TO KEEP
Only what is used or required.
