Evaluate “Employee Behaviors and Competencies Demonstrated” in addition to “Organizational Results Achieved”
We Help Organizations:
•Design total competency-based performance management systems that are linked to work planning or goal-based systems, and to competency development and succession planning processes.
•Identify job responsibilities, performance standards and measures, and competencies to be reviewed for employees in the target jobs.
•Implement performance review processes that give accurate feedback to people regarding their performance against agreed-upon standards.
•Develop communications, review methods and training of managers.
Many organizations are becoming more interested in management and appraisal of competence – the “how” of performance. They are seeking more qualitative assessment, oriented to the future and focused on development. A competency-based approach brings a different perspective to performance management. Performance is viewed in terms of the process em¬ployees use to achieve their job results. It combines planning, management, and appraisal of both perfor¬mance results and competency behaviors. It assesses what employees accomplished and how they did it (with personal characteristics they possess that predict superior performance in present jobs, or in future jobs).
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