There were a number of anomalies and conflicting advice given in the training session which I undertook as an opportunity of a refresher. For example, under Goal setting - struggling employees would not be working at level 5. Performance management/disciplinary is completely separate from performance appraisal and issues of poor performance should be addressed at the time not addressed after waiting for the appraisal date. Utterly confused as to why you would introduce understanding disciplinary procedures at all during this training.
7 years ago
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