Page 56 - DMGT517_PERFORMANCE_MANAGEMENT_SYSTEM

Unit 4: Competency Mapping

2. Are the roles significantly similar in duties, responsibilities and accountabilities? Notes
Required Answer: YES
3. If you switch the incumbents of the roles in question, can they perform each other’s
roles with the same effi ciency?

Required Answer: YES

3. Would the incumbents require a significantly different set of skills or abilities to
perform each other’s roles? No
Required Answer: No.
The improvements in the new PMS (MAP) consist of:
1. Design improvement;
2. Tools developed to support MAP, such as
(a) Unique roles and responsibilities templates;
(b) Measurement of stretch in targets;

(c) Normalization;
(d) E-enabling MAP,
(e) Users’ handbook; and
3. Customizing MAP.

The Performance Cycle
It starts with:
1. Unit/Business Sectors Draft Budgets (end-February)
2. Office Performance Planning (March to mid-April).

3. Online Performance Planning (mid-April to end-April).

4. Mid-Year Review (September/October)
5. Final Review and Feedback (April)
6. Normalization of Scores (May)
These systems provide for ongoing feedback between appraisee and appraiser.

E-enabling
The system has been e-enabled with the objective of:
1. Ease of use and implementation;
2. Covers 10,000 + Executives of BHEL, via Internet;
3. Consolidation of data centrally;

4. Real-time analysis of data, to provide insights for business directors;
5. Generalization of reports, as and when desired by users.

Draft a questionnaire for competency mapping.

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