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Performance Management System

Notes desirable competencies. And also to substantiate the extent to which the competencies
differentiate between high and average performers by validating the content and
criteria.
The competency framework includes technical competencies, behavioural competencies
and the proficiency levels required for each competency. Each competency should be

detailed in terms of behavioral indicators that enable observation and assessment.
5. Potential Assessment Centre for Competency Mapping: The linkage between competencies
and roles is achieved through a competency mapping exercise, through which the most
critical, success driving behaviors for specifi c roles are established. Against the validated

competency framework, an individual’s potential is identified through an Assessment
Centre process as outlined below:
(a) Design Assessment Centre
(b) Conduct Assessment Centre
(c) Map individual competencies and gaps
(d) Finally assess organizational capability and gaps.
A link between people and competencies is established through an effective system of measuring
the proficiency of an individual on the desired competencies for the role. The link between

people and roles is established through effective measuring tools that evaluate the performance
of the person in the role. On-the-job performance of the individual is evaluated on the basis of a
performance management system.
The Assessment Centre is a powerful tool in the hands of the management for selection and
development. As a selection tool it can be used for management promotions, fast tracks schemes,
high potential list and change of functional role. As a development tool, it is helpful in succession
planning, identifying training needs and career development.
Designing and conducting a potential Assessment Centre should follow basic principles in term
of accuracy, fairness, reliability, legality, efficiency, multiple assessors, multiple tests and optimal

stress to increase performance. It would involve two types of exercises, i.e., group exercises and
individual exercises.

Note Performance Management System Checklist for Managing
Do you have written performance standards for the employees? Yes/No
Have you communicated the performance standards to the employees? Yes/No
Are the standards clear and reasonable? Yes/No

Has HR representative reviewed the standards for any possible problems? Yes/No
Have you told the employee what critical element he is failing in? Yes/No
Have you counselled the employee on how to improve to an acceptable level? Yes/No
Have you fully assessed and utilized all available resources to help the employee
improve? Have you explained and offered them to the employee? Yes/No
Have you sought employee input regarding what is needed to improve? Yes/No
Have interim review periods been established to measure the employee’s
improvement? Yes/No
Contd....

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