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Critical Aspects of a Performance Management System:
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Job Profiling
Determine Success
The first critical step before implementing any developmental
program is to determine how success will be measured. Many
times it is difficult to determine what constitutes empirical
success with hard measurements, but effort should be expended
to determine if there are issues within the organization that
will provide concrete measures of success. Some of the issues
to consider could be overall or departmental employee
turnover, inefficient systems, absenteeism, quality of work
performance, basic productivity, unresolved problems, etc.
There are also softer measures such as employee morale,
indecisiveness by management, longer than necessary cycle
times, excess meetings, etc. Once the areas of concern are
identified, measurements should be taken to baseline the
current situation that will act as a comparison to future
measurements. A multi-level team should be formed; including
an outside consultant, to review the issues and determine
which measurements will provide the most objective assessment
of success.
Determine Competencies
Competencies are the underlying personal capabilities that are
expressed in observable behavior and action. They are clusters
of related knowledge, attitudes, and skills that affect a
major part of one’s job. They should correlate with
performance on the job, can be measured against well-accepted
standards; and can be improved through training and
development.
Since they are focused on what people actually do,
competency-based approaches have the potential to offer a
clear and integrated set of dimensions against which present
and future performance can be measured. Developing the
essential job competencies has a direct impact on job
performance, and likewise, a direct impact on profitability.
We are recommending that job analysis be utilized to determine
the specific competencies for success for each key job family
within the organization through Job Analysis.
A Job Analysis collects data on 28 various context areas and
36 competency areas. It also develops information as to the
importance and frequency of all job tasks. The outcome is a
comprehensive picture of each job group, which provides
in-depth job analysis and a baseline for excellence. The
process starts by identifying 4-6 of the best of the best in
the job group, and then utilizing their knowledge to determine
what are the requirements for job success.
The following are some of the benefits in utilizing a job
analysis approach:
Employee Selection
- Helps identify the best candidates
- Determines the best
testing system
- Provides company wide consistency
- Meets all legal
requirements
- Increases ratio of successful hires
- Reduces non-valued
added down-time
- Reduces turnover
Leadership Development
- Determines specific training needs, by individual, for
superior performance
- Prioritizes the needs for increased return on the
training investment
- Match learning objectives with job demands and learning
methodology
- Maximize the growth opportunities in both technical and
interpersonal skills
- Provides a measurement to determine the return on the
training investment
- Enables training to be just in time as needed for
advancement or promotion
Succession Planning
- Establishes the different competencies requirements
between job groups
- Allows an individual to utilize their strengths based
upon various career tracts
- Provides an organization to identify and promote the
best of the best
- Ensures continuity in all job classifications
- Provides consistency in job selection whether internally
or externally selected
Performance Appraisals
- Appraisal system is linked to key job tasks and job
criteria
- Promotes an objective and fair assessment system
- Ensures consistency in appraisal process throughout the
organization
- Provides a system that motivates employees to excel in
their growth potential, job performance, and commitment to
the organization
Compensation
- Based upon consistent, objective and reliable job
content and context information
- Competencies can cross job families and organizational
boundaries for job banding
- Allows for consistent evaluation and comparison of jobs
at all levels within the organization
- Simplifies the usage of the Point Factor System for fair
compensation practices
In short, 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
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