Learning path Dutch labour law and HRM for contemporary management (in English)

Module 4

One-day workshop "Deep dive 2: Performance Management, incl. file building, in the Netherlands"

For whom

Does the current performance assessment system still fit into this time? In the Netherlands people have to keep working longer and longer. In the meantime, their knowledge is aging much faster, so a company must focus on continuous training. But that is not integrated in the current remuneration and assessment system that is based on the idea that you can monitor and control employees.

In modern performance management, the manager is no longer the person who determines and directs, he facilitates the development process and intrinsic motivation of his employees and helps where necessary.

As a manager you obviously have a strong role in monitoring the organizational goals and legal aspects. But in modern performance management the dialogue between employee and organization is central in a search for what the desired behavior is to develop talent and to be optimally successful.


To respond to the intrinsic motivation of employees as an organization, performance management starts with "being" of the organization. “Who are we and what do we stand for?” are questions to delve into, as are “What kind of people do we want to have in our organization?”, “What are our (core) values ​​and norms?”, “What drives our employees? "and" What individual differences do we recognize in the aspirations and needs of our employees? "

Relevant approaches and instruments can be found here. Explore in this workshop how you as a manager can stimulate your organization in this towards this evolution.


The following topics are covered in this workshop:

  • How do I have a continuous and motivating discussion in practice about the performance and behavior of employees - and myself? What is the relationship between the aspirations and requirements in the field of development, training and improvement processes, in relation to the goal of the organization?
  • What digital tools are there for conducting continuous dialogue about goals and development? Learning culture and Continuous feedback, Ownership and involved employees, real-time insight into progress. More independence and autonomy. More transparency and cooperation. Less hierarchy and more peer coaching.
  • File formation remains an important point for attention. Without proper file structure, no termination of the employment contract with an employee who continues to underperform despite many conversations. Do you still have to make an effort to keep an employee in your service, or can you pursue a dismissal? What are the legal requirements? How do I build a comprehensive personnel file and how to deal with it in a practical way? Bottlenecks in dismissal procedures & file formation.
  • How should you deal with an employee who always refuses to wear protective equipment when performing his work, or with the employee who regularly comes late? How should you act towards employees who ignore the procedural rules when reporting sick, or who carry out their work so carelessly that damage is caused to the company?
  • Which dismissal ground must be at the basis of a termination file and how do you provide the correct substantiation for that ground? When is the file ready for dismissal? How can it be demonstrated that the employee has been offered an improvement program, that an appropriate training offer was made and that there are no possibilities for transfer to another part of the company, one of the Dutch legal requirements? What requirements must a performance improvement plan (‘PIP’) meet?

Benefits from the Programme

After completing this course with a maximum of six participants, in which we also work with your own cases, you will have knowledge of contemporary HR instruments and their application possibilities in conducting a continuous motivating dialogue with your employees, within the context of Dutch employment law.

You know how to deal with issues of non-performance and you will receive concrete solutions for the cases you have brought in during the workshop.

Workshop Location. and dates

  • The workshops are held from 10 a.m. to 5 p.m. at the Social Impact Factory in Utrecht, Vredenburg 40, within walking distance of CS Utrecht. They always include  an extensive lunch in brasserie De Utrechter.

October 29

We also offer the module / workshop on an  in-Company  or on a ‘One-on-One’-basis, customized to the needs of your organization.


€ 795, excluding VAT, including reading materials, per workshop / module.

If your branch, professional or network organization has a cooperation agreement with us, a discount may apply. Indicate this under remarks during registration, stating the organization.


“The course was extremely useful - I feel a lot more informed and confident to purse matters in the workplace. I like the approach - not 'death by powerpoint'! Was never boring. About the trainer: 10/10, very easy to listen to, engaging and relaxed. I like the inclusion of group experience and advice too." - Janine Smith, Sofis

"Really useful course for my work. I work in HR in the Netherlands for a mid-large size company. It really showed me areas we aren't doing things correctly, and where we can improve." - Jeanie Edwards, Backbase B.V.

“I appreciated that the trainer could share his rich experience in Dutch employment law and that we could discuss specific practical examples in a small group of participants." - Kerstin Herzog, Brunswick Marine EMEA