Page 57 - DMGT517_PERFORMANCE_MANAGEMENT_SYSTEM

Performance Management System

Notes 4.5 Summary

z Competency Mapping begins with identifying key competencies for an organization and/
or a job and incorporating those competencies throughout the various processes (i.e. job
evaluation, training, recruitment) of the organization.

z 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.

z Competencies are a broader term referring to an individual’s demonstrated knowledge,
skills, behaviors, experience, life view and values and constitute observable, behavioral
acts that require a combination of all these attributes to execute.
z Competency mapping serve as behavior-based standards of performance against which
people and organizations can be measured over time.

4.6 Keywords

Assessment centre: Assessment center is a mechanism to identify the potential for growth. It is a
procedure (not location) that uses a variety of techniques to evaluate employees for manpower
purpose and decisions.
Behavioral Indicators: Behavioral indicators describe the behaviors, thought patterns, abilities
and traits that contribute to superior performance.
Competency: Skills and abilities, described in behavioral terms that are coach able, observable,
measurable and critical to successful individual or organization’s performance.

4.7 Self Assessment

Fill in the blanks:
1. The competencies of the respective job description also become factors for assessment on
............................... .
2. Exceptional competencies of high performers are set as ............................... for evaluating
competency levels of employees.
3. The ............................... is a powerful tool in the hands of the management for selection and
development.
4. ............................... between desired and displayed competencies indicate areas of
improvement.
State whether the following statements are true or false:
5. Assessment center is a mechanism to identify the potential for growth.
6. The competencies gaps can be found out by comparing the desired competency (profi ciency)
levels and displayed competency levels.
7. Average assessment results are used to identify strengths and gaps in an organization’s
capabilities.
8. On-the-job performance of the individual is evaluated on the basis of a performance
planning.
9. The competency framework includes technical competencies, behavioral competencies

and the proficiency levels required for each competency.

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