Page 54 - DMGT517_PERFORMANCE_MANAGEMENT_SYSTEM

Unit 4: Competency Mapping

(b) Each competency to have 3-5 distinct proficiency level, supported behaviour Notes
clearly articulated;

(c) Each unique role will have predefined competencies and proficiency levels; and
(d) 2-3 competencies would be selected by the appraiser as the development
competencies for the year.
2. Development Plans: Based on last year’s performance, competency gap and future
growth development plan for each individual will be prepared and incorporated in
the plan by the appraiser.
Relative weights to KRAs and routine responsibilities would be pre-allocated through
the System.
Performance Planning Features

1. Modification to the performance plan: The change can be incorporated under

extraneous circumstances.
2. Role Charge: In the event of a transfer a time-weighted average performance rating
of the roles performed by the appraisee will be taken as this performance score of the
year (exception: Less than one month in the job).
Target-setting Principles Stretch/Loading
1. Stretch principles: Clearly articulated six target setting principles for BHEL.
2. Appraiser and appraisee establish KRAs and targets based on these target setting
principles.
3. Reviewer reviews the performance plan for all appraisees keeping in mind the target
setting principles.
Performance Feedback and Review
1. Performance vs Effort: Overall rating will be based on achievement of the performance
parameters only. The PMS would ensure balanced KRAs, capturing capability and
process building effort.
2. Frequency of feedback: Continuous performance feedback made possible through
appraisee e-PMS dairy
Competencies for Map
1. 53 competencies of the present system have been consolidated into 19.
2. Each competency has been defined and proficiency levels have been calibrated.

Some to the competencies used are:
1. Planning and organizing
2. Initiative and drive
3. Commitment to quality

4. Creativity and innovation
5. Interpersonal relationships
6. Risk-taking
7. Decision-making
8. Subordinate development job knowledge
9. Knowledge of business environment.
Contd....

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