Competency based performance systems best practice guidelines.doc

Competency based performance systems best practice guidelines
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Competency based performance systems: best practice guidelines
R. Palan .
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Preparation for change
A squirrel survives the winter not because of it’s severity but because of it’s preparation for the winter.
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Competency based performance
Human Capital as petitive advantage
Maximising the value and .

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Useful
Current environment of change, process jobs and self managed teams
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Performance – current position
Current systems – research base
They make no difference to the of pany
What is missing?
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Performance management - current
Strategy
Planning, Coaching, Review
What happened
Now – the focus is on future & development
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Competency based performance
New perspective
Make a difference to the bottom line
petencies
Achieve job results
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Key goals
Aligning employees anisational vision, mission, values and strategies.
Distributing “just in time” learning opportunities.
Integrating performance systems
Building and retaining intellectual capital
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Framework for the session
Competency in practice today.
Competency based performance management systems (PMS) practices today.
Competency approaches
Best practices
Implementation strategies
SMR experience
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The ice-berg model
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The ice-berg model
Visible
Hidden
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Causal flow model
Intent Action e
Motive Knowledge Job output
Trait Skill
Self concept
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What petencies?
Core
Functional
Behavioural
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The debate
Behavioural Vs Cognitivists
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Core
Distinctive properties of anisation
Strengths of anisation
petence
. FEDEX – distribution and service
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petencies
Properties of the person
What people ARE?
Underlying characteristics of an individual that is causally related to criterion-referenced effective and/or superior performance in a job situation.
. achievement orientation
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petencies
Properties of the job
What people do?
The demonstration of knowledge, skill and a