|
Critical Aspects of A Performance Management System:
2
>
3 >
4
> 5 >
6 >
7
>
8 >
9
>
10 > 11
> 12
>
13 >
14 > 15
Critical Aspects to Consider in Implementing a
Comprehensive Competency Based
Performance Management System
Developed by Chuck Canfield, Ph.D.
The Strategic Processes Group, Inc.
Information contained in this report is confidential and
proprietary to The Strategic Processes Group, Inc.,
Executive Summary
The bottom line of this process is to attract, retain, and
develop managers that are highly efficient and with the
technical and professional skills necessary to achieve both
strategic and short-term goals.
Strategic Considerations
One of the primary purposes of a comprehensive performance
management system is to attract and retain a committed
workforce that will assist Constructors to become the best
possible organization.
Basic Philosophy
The basic philosophy in this proposal is to establish core
competencies as the basic integration factor of a
comprehensive performance management system.
Job Profiling
The job analysis provides the essential information to
determine the core competencies for all of the critical job
families, and the basis for the other key job elements.
Job Descriptions
This job description will incorporate all aspects of the job
profile including essential competencies, overall job purpose,
key job objectives, reporting and contacting functions,
anticipated environmental working conditions, and any other
pertinent data important to job success.
Assess Competencies
All identified employees should be assessed through a
multi-rater assessment process. This process provides for
confidential feedback from credible work associates.
Interpretations of Results
It has been found to be very beneficial to provide individual
consulting of the individual’s multi-rater performance results
from an outside consultant.
Development of Individual Training Plans
The assessments have been just “nice to know” informational
corporate process unless the information is taken and applied
to a leadership developmental plan.
Provide Training – Post Assessments
This phase is where the developmental plans of all
participants are reviewed to determine the best leadership
training delivery methods. Training curriculum is determined
and a schedule is posted for courses.
Developing Career Paths
If the organization is truly interested in attracting and
retaining a committed workforce, planning and establishing a
program of career paths for current and future employees is
essential.
Succession Planning
Businesses and corporations succeed by having the right
people in the right places at the right times. The
implementation of a Succession Planning Process will help to
ensure that everyone is prepared for future success.
Performance Appraisal System
Recognition for a person’s performance and contribution to the
organization is consistently ranked among the top three most
valuable things an employee is looking for from an
organization.
Recruitment Strategies
An overall integrated approach that provides a more objective
methodology for the selection and hiring of new employees.
Compensation
Ascertain the appropriate market salary range and benefit
plans by position, competency requirements, locale, and
industry.
|
