Performance Management, Recruitment Selection & Job Evaluation
Performance management set inside a working employee-relations structure — clear communication, trade unions handled well, and a system your managers can run.
Format
Classroom · Live Virtual
Upcoming sessions
Pick a session to applyADMISSIONS OPENThe programme
Performance issues are where the relationship between employer and employee is most easily broken — and most managers walk into them without a structure. This course helps managers apply an effective performance management process within a wider employee relations framework, as the world of work continues to evolve around them. The cohort works through the strategic context of employee relations, the discipline of clear communication, working effectively with trade unions, the different approaches to raising performance, and progressive performance management principles — then turns to introducing a performance management system into their own organisation and building the practical skills to run it, alongside the recruitment, selection and job evaluation work the role demands.
What you will do
Who attends
- Heads of HR and HR directors
- Talent managers and talent acquisition professionals
- HR leaders and HR managers
- Recruitment heads and managers
Programme agenda
Built for the decisions no textbook prepares you for
I.The employee relations frame
- The strategic context of employee relations
- The need for clear communication
- Working effectively with trade unions
II.Raising performance
- The different approaches to raising performance
- Progressive performance management principles
- Handling performance issues without breaking the relationship
III.Systems and skills
- Introducing a performance management system in your organisation
- The practical skills needed to manage performance
- Sustaining the process as the world of work evolves
IV.Recruitment, selection and job evaluation
- Selection as the front end of performance management
- Evaluating jobs consistently and fairly
- Connecting role requirements to performance expectations
Frequently asked
Do the HR programmes cover people analytics and workforce planning?
Yes. The curriculum runs from analytics for talent management through strategic workforce planning, competency frameworks and succession. Participants leave able to build a workforce plan, apply statistical techniques to the data already sitting in their HRIS, and connect talent decisions to business impact in numbers.
Do programmes address nationalisation and localisation mandates?
Yes — recruitment, retention and succession under nationalisation mandates are covered directly, including competency-based selection and the succession pipelines those policies demand. Participants leave able to build a localisation plan that fills roles with capability, not just headcount.
How does admission to an HR programme work?
Submit an application or a brochure request from the programme page; a senior practitioner answers within one business day, brochure included. There is no online checkout — dates, format and fees are settled in that conversation.
Can we train our whole HR function at once?
Yes. Every programme runs in-house, tailored to your HR operating model, your systems and your workforce priorities, in English or French. A private cohort lets the whole function work on the same live problem rather than sending individuals to separate courses.
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In their words
Knowledge transfer, emphasised throughout
“We worked with BIZENIUS for our Fresh Graduates Programme — they are simply amazing. Knowledge transfer and practical learning were emphasised throughout.”
Kuwait Investment Authority
Teams from these institutions train with BIZENIUS
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Take the brochure with you.
One request — the full agenda, the faculty and the next cohort dates, sent personally by the admissions team.