A self-paced performance management and L&D course for HR business partners, L&D specialists, talent managers and HR generalists. You build goals and OKRs, a review cycle, a fair improvement process, an annual L&D plan and a succession plan in six complimentary Pro Kits, they are graded against a rubric, and you sit a proctored exam. About 18 hours over 5 weeks.
Performance Management is a self-paced online certification from Bodhih Training Solutions, formally titled Bodhih People Management: Performance, Development and Careers, Practitioner. It teaches HR, L&D and talent professionals to write goals and OKRs, design a performance cycle, prepare feedback conversations, handle underperformance fairly, analyse learning needs, design and evaluate learning, run a talent review and open careers to everyone. It takes about 18 hours over 35 days and is assessed by a graded eight-asset portfolio and a proctored exam. It costs $199.
Goals are written in January and forgotten by March, ratings cluster in the middle, and the review conversation is about the score, not the work. A cycle designed for what it is meant to do, with regular check-ins, changes what people hear.
Underperformance goes unspoken for months, then arrives as a surprise improvement plan. Diagnosing the cause, supporting informally first and following a fair process protects the person and the organisation.
Courses are booked because someone asked, not because a need was analysed, and evaluation stops at a feedback form. Needs analysis, design from the behaviour and honest evaluation turn an L&D budget into an argument you can defend.
For people who run the review cycle and support managers through it. You leave with goals, a cycle design, a feedback toolkit and a fair underperformance process.
For people who own learning. You build a needs analysis, an annual L&D plan with fair access, and a programme design with an evaluation plan and an honest return on investment.
For people who run talent reviews and succession. You identify critical roles, assess performance and potential with care, and build career, mentoring and mobility plans.
A lead strand runs inside the same course: equipping managers to run the cycle and handle underperformance, facilitating the talent review, and setting internal mobility rules.
This course is not for you if you want a template pack without the method, or if you are not prepared to build and submit eight pieces of work for grading. It does not teach pay design, which lives in the Total Rewards course.
Each module ends in a portfolio asset built in your complimentary Pro Kits, on your own organisation or a realistic composite, with anonymised data only. The portfolio is graded on five criteria, and the credential is issued only when both the portfolio and the proctored exam pass.
Team objectives and outcome key results with baselines and owners, aligned to company goals without cascading everything, and fair individual goals.
What your cycle is for, the rhythm of goals, check-ins and reviews, how ratings and calibration work, and how managers are equipped to run it.
Specific, behaviour-based feedback, coaching with questions, peer and 360 input, and a plan for one hard conversation.
How to diagnose the cause, support informally first, and run a fair improvement plan, set out at principle level.
Is it training? Needs at three levels from many sources, prioritised within a budget, and an annual plan with fair access.
A programme designed from the behaviour you want, delivery chosen for how adults learn, four levels of evaluation and an honest return on investment.
Critical roles, performance and potential assessed with care, bench strength, and the plan for facilitating the talent review.
Career paths and conversations, mentoring and sponsorship, internal mobility rules, and fair access to opportunity.
The path runs in order: a diagnostic, four modules on goals, the performance cycle, feedback and underperformance, a portfolio checkpoint, four modules on needs analysis, learning design and evaluation, talent review and careers, then the portfolio, a 12-month roadmap, a mock and the certification exam.
Measured before you start and again on the same instrument at the end, so the change is recorded rather than claimed.
A 50-minute diagnostic: 48 workplace exercises, six in each of the eight domains. Not scored for the credential: it shows where you start in each domain and is re-run at 90 days to show what changed.
Objectives, key results, KPIs and tasks; outcome key results with baselines; aligning without cascading; fair individual goals. Portfolio asset A1: goals and OKR plan (Team Goals and OKR Cycle Kit).
What the cycle is for, the rhythm of goals, check-ins and reviews, ratings and calibration, and equipping managers to run it (lead strand). Asset A2: performance cycle design (Performance Review Cycle Kit).
Specific, behaviour-based feedback, coaching with questions, asking for feedback, peer and 360 input, and a hard conversation in practice. Asset A3: feedback and coaching toolkit (One-to-One and Feedback System).
Diagnosing the cause, informal support first, a fair improvement plan at principle level, and equipping managers (lead strand). Asset A4: underperformance process and plan.
Submit drafts of A1-A4 for feedback before you move on to learning, talent and careers. A reviewer checks your goals, cycle design, feedback toolkit and improvement process. Not graded for the credential.
Is it training? Needs at three levels from many sources, prioritising within a budget, and an annual L&D plan with fair access. Asset A5: needs analysis report and annual L&D plan (Training Needs Analysis to Annual Plan).
Designing from the behaviour, how adults learn and remember, choosing delivery, four levels of evaluation, isolating effects and an honest return on investment. Asset A6: programme design and evaluation plan.
Critical roles, performance and potential with care, succession and bench strength, and facilitating the talent review (lead strand). Asset A7: talent review and succession plan (Talent Review and Succession Planning Kit).
Career paths and conversations, mentoring and sponsorship, internal mobility rules (lead strand) and fair access to opportunity. Asset A8: career, mentoring and mobility plan (Mentoring Programme in a Box).
Eight work products built in your six complimentary Pro Kits, on your own organisation or a realistic composite, each with its evidence. Graded on five criteria (0-4): method and practice accuracy, evidence and data quality, fairness, privacy and legal judgement, business fit and practicality, communication and usability for managers. Each asset at least 12/20 with no criterion at 0; weighted portfolio at least 70%. One resubmission per asset. Anonymised data only.
The changes you will make to goals, the performance cycle, feedback, underperformance, learning, talent review and careers over the next 12 months, in order, with owners, cost, the risk and its control, how managers will be equipped and how you will measure each change. Handed in on this stage and reviewed with the portfolio.
48 exercises, sixty minutes, exam conditions. It ends with the lessons to revisit and can be retaken. Nothing here appears in the final.
48 exercises, sixty minutes, proctored. Pass: 70% overall and at least 60% in every domain. One free retake after seven days. The credential is issued when both the exam and the portfolio pass.
Finishing this pathway issues a credential backed by the evidence you produced along the way. It is verifiable by link and is also issued as an Open Badge 2.0, so an employer can check it without taking your word for it.
Write outcome key results with baselines, align teams without cascading every goal, and agree individual goals people see as fair.
Design a cycle with regular check-ins, decide how ratings and calibration work, and equip managers to run it well.
Give specific, behaviour-based feedback, coach with questions, and prepare for the conversation everyone is avoiding.
Diagnose the cause first, support informally, and follow a fair improvement process at principle level.
Test whether a problem needs training, build the annual L&D plan, and evaluate learning at four levels with an honest view of return.
Run a talent review, plan succession for critical roles, and open career paths, mentoring and internal moves to everyone.
Want the detail before you decide? Read the guide: Performance management that works: goals, feedback, learning and careers.
| What is compared | A typical HR certificate course | Performance Management at Bodhih |
|---|---|---|
| Proof of skill | A quiz, an exam of multiple-choice questions, or written assignments. | Eight graded work products plus a proctored scenario exam of 48 exercises. Both must pass before the credential is issued. |
| Scope | Performance management, or L&D, or talent, each sold separately. | Goals to careers in one course: performance, feedback, underperformance, learning, talent review and internal mobility. |
| What you leave with | A certificate and a template or two. | Goals, a cycle design, a feedback toolkit, an improvement process, an L&D plan, an evaluation plan, a succession plan and a career plan, built in six Pro Kits you keep. |
| Measurement | None before the course and none after it. | A diagnostic at the start, re-run at 90 days to show whether the change held. |
| Fairness | A slide on bias in ratings. | Fairness, privacy and legal judgement is one of the five criteria every asset is graded on. |
| For HR leads | A separate, more senior course. | A lead strand inside the same course: equipping managers, facilitating the talent review and setting mobility rules. |
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Straight answers on time, price, tools and the credential. If yours is not here, ask us and you will have a reply the same working day.
A performance management course teaches how an organisation sets goals, reviews progress, gives feedback and deals with underperformance. The Bodhih Performance Management course also covers what development means after the review: learning needs analysis, learning design and evaluation, talent review and succession, and careers, mentoring and internal mobility, in eight modules that each end in a work product.
The Performance Management course takes about 18 hours of work, and most learners are expected to finish in 35 days, or roughly 5 weeks alongside a full-time job. It is self-paced and runs through 14 stages: a 50-minute diagnostic of 48 exercises, eight modules, a portfolio checkpoint where a reviewer gives feedback on your first four drafts, the portfolio, a 12-month roadmap you present to a reviewer, a 60-minute mock exam of 48 exercises and the certification exam.
The Performance Management course costs $199 for an individual, paid once with no subscription, and $159 per seat for companies. GST at 18% is added for Indian billing addresses and a GST invoice is issued automatically. The price covers the diagnostic, all eight modules, six complimentary Bodhih Pro Kits, portfolio grading, the mock, the certification exam and the credential.
Six Bodhih Pro Kits come with the course at no extra cost, including the Team Goals and OKR Cycle Kit, the Performance Review Cycle Kit, the One-to-One and Feedback System, Training Needs Analysis to Annual Plan, the Talent Review and Succession Planning Kit and Mentoring Programme in a Box; the course page lists them. The labs are done in these kits, so you keep working tools.
Yes. Half of the course is learning and development and talent: learning needs analysis and the annual L&D plan, learning design, delivery and evaluation at four levels with an honest return on investment, talent review and succession, and careers, mentoring and internal mobility. It suits L&D specialists as well as HR business partners.
The course is assessed in two parts, and both must pass. The portfolio of eight work products is graded on five criteria scored 0 to 4; each asset needs at least 12 out of 20 with no criterion at zero, and the weighted portfolio needs 70%, with one resubmission allowed per asset. The proctored certification exam has 48 exercises in sixty minutes; the pass mark is 70% overall and at least 60% in every domain, with one free retake after seven days.
The credential is verifiable: it is issued by Bodhih Training Solutions only when both the graded portfolio and the proctored exam pass, carries a link anyone can check, and is issued as an Open Badge 2.0. It is a professional credential from a corporate training company working since 2008, not a university degree or a statutory qualification.
The course teaches how to diagnose underperformance, support informally first and run a fair improvement plan at principle level. It is global-neutral and does not give legal advice; formal conduct and grievance processes are covered in the Employee Relations course. Check the rules that apply to you with an employment-law adviser before acting on a specific case.
No. You build the portfolio on your own organisation or a realistic composite, and only anonymised data is allowed. No real employee personal data goes into any asset, including the talent review and the improvement plan. Handling people data carefully is part of what the portfolio is graded on.
Bodhih is not affiliated with SHRM, CIPD, ATD or AIHR, and this credential is not one of theirs. Those bodies teach performance and development well, mostly through separate courses, exams or assignments. The Bodhih course is built differently: it covers goals to careers in one place, you produce eight work products in Pro Kits you keep, they are graded against a rubric, you sit a proctored scenario exam, and your diagnostic is re-run at 90 days.
Yes. Companies can buy seats on the Performance Management course at $159 per seat, which is lower than the individual price. Organisations that prefer the programme delivered in-house can ask for a workshop; there is no public price for that, so talk to us at solutions@bodhih.com or +91 99000 11601.
The Performance Management course is $199, about 18 hours, and access opens the moment your payment is confirmed. The goals, the review cycle, the L&D plan and the succession plan are yours to use at work whether or not anyone asks to see the credential. Enrol today and start with the 50-minute diagnostic.
Starting records where you stand today. That baseline is what the re-measurement is compared against, and it is never rewritten afterwards.
The whole people function in one credential: a Foundations module, all four People Management pathways, an integrated capstone and a panel review.
Reward strategy to pay equity and benefits: eight reward work products, three complimentary Pro Kits, a proctored exam and a verifiable credential.
For first-time and new people managers: run your team’s week with an AI assistant, and keep every decision about a person your own.
Measure your team first, plan each person’s growth after, or bring a trainer or coach in. Bodhih’s sister companies cover the rest of the journey.