7 performance & competency appraisal

8/4/2019 7 Performance & Competency Appraisal

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PMS IN BRIEFPMS IN BRIEF


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PMS NECESSITY.PMS NECESSITY.


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Performance andPerformance and

CompetenciesCompetencies


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D b

l k d i A i lD A


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Data to be looked into at AppraisalData to e oo e nto at Appra satimetime


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scuss on w escuss on w eappraiseappraise


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PERCEPTIONPERCEPTION

OF APPRAISEOF APPRAISE

(annexure(annexure

10.1)10.1).1/3.1/3


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PERCEPTIONPERCEPTION

OF APPRAISEOF APPRAISE

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PERCEPTION OF APPRAISE 3/3PERCEPTION OF APPRAISE 3/3


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DISCUSSION & OUTCOMEDISCUSSION & OUTCOME


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DISCUSSION & OUTCOMEDISCUSSION & OUTCOME


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DiscussionsDiscussions


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OUTCOME of DISCUSSIONOUTCOME of DISCUSSION


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r ca nc en sr ca nc en sTechniqueTechnique


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r ca nc en sr ca nc en sTechniqueTechnique


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Contd.....


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Identify the KPAs, their constituents (Activities), measures for each constituent,

marks and three different performance (target) levels. While filling the form, theguidelines need to be kept in mind.

PERFORMANCE EVALUATION


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Hughes EscortsHughes Escorts


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.ompetency is.ompetency is ( )Albanese 1989 - Competencies are personal characteristics

.that contribute to effective managerial performance

( )Hayes 1979 - ,Competencies are generic knowledge motive

,trait social role or a skill of a person linked to

.superior performance on the job

UNIDO ( )-2002 A Competency is a ,set of skills related

knowledge and attributes that allow an individualto

successfully perform a task or an activity within a

specific function or job

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an underlying characteristic of a person/which enables him her to deliver ,superior performance in a given job

role or a situation.

are seen mainly as

.inputs

consist of

,clusters of knowledge attitudes andskillsthat affect an individual s

.ability to perform

.ompetency is

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.ompetency is.ompetency is ompetencies are thenderlying characteristics

/f individual s that haveausal relationship with/ffective and or superiorerformance in a job. .ituation i e

Knowledge Skills raits and Motives Attitudes

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Competency is reflected byCompetency is reflected by

COMPETENCIESCOMPETENCIES


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COMPETENCIESCOMPETENCIES -- roadroadCategoriesategoriesGeneric Competencies Competencies which are considered essential for all

. -employees regardless of their function or level, , .Communication initiative listening etc /Technical Functional

Specific competencies which are considered essentialto perform any job in the organization within a

. . .:defined technical or functional area of work E g, ,Finance environmental management etc

Managerial Competencies Competencies which are considered essential for

employees with managerial or supervisoryresponsibility in any functional area including.directors and senior posts

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( ) :xpert E( ) :xpert E Role model and a thought leaderfor identified competencies and has ability to&develop innovative practices applications

( ) :dvanced A( ) :dvanced A -Demonstrates in depth mastery ofidentified competencies and wide level of

implementation experience

( ) :ompetent C( ) :ompetent C Develops and implements advanced level ofidentified competencies with some implementation experience

Competency LevelsCompetency Levels

( )asic B( )asic B :: ;Exhibits appreciation of identified competencies limitedor no implementation experience

CORE COMPETENCIESCORE COMPETENCIES


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CORE COMPETENCIESCORE COMPETENCIES COMPETENCIES OF ORGANISATIONChraracteristics

Cascading to individual level

.alue TO customer .ard to imitate .ompetitive Advantage .ervasiveness .nnovation

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competency assessmentcompetency assessment


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ultiple assessment methods to,licit patterns of behaviorreviously identified as successfuln a given role ultiple methods ultiple Trained assessors ndividual feedback eedback FOR candidate to develop is own

ction plans

SSESSMENT CentersSSESSMENT Centers


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( - ef Competence at Work Models for Superior PerformanceMETHODOLOGY (ORRELATION r ) . COMPETENCY BASED .65 SSESSMENT CENTRES

. BEHAVIOURAL EVENT . - .48 0 61 INTERVIEWS . ABILITY TESTS .54 . .MODERN PERSONALITY TESTS 0 39 . .ROBUST REF CHECKS ON .23 COMPETENCIES . NORMAL INTERVIEWS . .05 to 0 19

orrelation of Various Assessmentorrelation of Various Assessmentethods toethods toob Performanceob Performance


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INSTRUMEINSTRUME

NTS:NTS:


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P R O C E S SR O C E S S


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OBSERVING BEHAVIOR DURING JOBOBSERVING BEHAVIOR DURING JOBPERFORMANCEPERFORMANCE

F d h i ti lF d h i ti l


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Forced choice rating scaleForced choice rating scale


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e


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PROCESSPROCESS


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Contd.....

DISADVANTAGES


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PreconditionPrecondition

to beto be

successful (pgsuccessful (pg226 227)226 227)


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7 performance & competency appraisal

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