Competency Based Performance Management

Performance management system makes a clear link between the performance and compensation, and allows the employees to understand the areas which need to be improved and directs them to appropriate training opportunities to enable improvement in performance to take place. Joseph Martocchio says, “Work with line managers to design the performance appraisal plan which best fits the specific duties and responsibilities of particular roles” (Martocchio, 2011). Compensation and reward decisions are likely to be arbitrary in the absence of a good performance management system. In short, performance management is a key component of talent management in organizations. It allows assessing the current talent and making predictions

* Set developmental goals with each employee. These goals focus on building the employee’s expertise, skills, and abilities. The idea is to make strengths even stronger, as well as to develop the areas in which the employee’s knowledge and skills are deficient. As you provide your team members with these developmental goals and support them to attain them you will be building the company’s future and displaying to your team that you are there to support and develop their career.

| 1.1 Explain the importance of continual self-development in achieving organisational objectives1.2 Assess current skills and competencies against defined role requirements and organisational objectives1.3 Identify development opportunities to meet current and future defined needs1.4 Construct a personal development plan with achievable but challenging goals

Identify developmental needs of each employee will help provide opportunities for training and encourage good performance it also strengthens job-rated skills, and will help employees to keep up with changes in the workplace. When managers start focusing on developing their employees performance employees are able to adapt to different kinds of situations. This will help ensure the survival, well-being, and goal achievement of both the employee and the organization.

Performance feedback session could be stressful time for employees as well, specially, if they don’t have previous experiences in performance management systems.

1.3 Identify a range of learning and development opportunities which support the achievement of the personal development plan

This will allow the employee to provide guidance to the employee if they are not meeting expectations, reassure employees that are meeting expectations, and modify goals for employees that are exceeding expectations. The documentation from the bi-weekly coaching sessions, peer reviews, and quality inspections will be used to evaluate the employee at that time. This documentation will allow the supervisor to provide accurate feedback and give employees timely information.

The first port of call, or initial point of contact, for performance management is usually the

This is how the college identifies how the teaching staff have performed. The college will look at statistics like attendance, ask questionnaires and conduct lesson observation. Employee Performances- This is the activities that are carried out and to be expected to be done to a good level by employees.

Performance management is a tool that managers use to ensure that their companies remain at the top of their competitive edge. The Chartered Institute for Personnel Development (CIPD, 2008), defines performance management as a method by which individuals and teams are managed in a way that achieves high performance at an organisational level. The individuals within the organisation share an understanding of the achievement goals of the organisation. In order to achieve this, a general strategy is created, with each individual within the organisation understanding his or her role and requirements within such a strategy

* The individual’s performance and development should be seen as a joint partnership between the line manager and the individual. Development of goals and objectives which are incorporated into individual job descriptions, person specification and work situation’s provide performance level criteria.

A performance management system should consist of planning, monitoring, reviewing and evaluating (Hrcouncil.ca, 2015). During the planning phase management should identify, clarify and agree upon expectations of the employee. Also, in this phase management needs to determine how results will be measured, agree on the monitoring process and document the plan for performance management. Furthermore, this step is imperative for management to identify and ensure the performance objectives are explicitly stated to the employee. In the development of this phase management would

Personal development objectives are affected by organisations goals, as companies will want to steer their employees in a direction that should meet their corporate strategy and link into the mission statement. However, personal objectives and organisational objectives should tie in together and have a common goal, which should meet the needs of both participants (Dransfield, 2000). Although organisational objectives can hold a negative attribute to employee’s personal development, if the company invests time into employees PDP and employees can see that there is a plan in place for job promotion, then they’re more likely to keep their staff (Cotton, 2011). A future plan will add value to the business as it will improve employee’s skills and personal development strengths which will give a positive effect on the company performance.

Companies Performance Management system need to concentrate on the overall improvement the way the company performs. They achieve this by managing the performances of all personnel within the company no matter who they may be. This can be attained by ensuring that everyone within the company truly understands what the overall mission and goals that have been set for them within the company. Performance Management system has a very distinct way that it can manage the performance of the entire company and as long as everyone understands the goals that the company sets forth than the company as a whole will meet those goals. The developmental objective is fulfilled by defining the training requirements of the employees based on the results of the reviews and diagnosis of the individual and organizational competencies. (MSG)

Performance management aims at developing individuals with the required commitment and competencies for working towards the shared meaningful objectives within an organizational framework. (Lockett1992)