Course Content
Fundamentals of Performance Management
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Basic Concepts in Performance Management
Components of Performance management
Components of Competencies
Development aspect
Planning Phase & Goal Setting
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Performance Management Process and performance planning
Job Design
Job Analysis
Monitoring & Feedback
Effective monitoring and feedback are essential components of performance management. This training equips participants with practical frameworks, tools, and skills to observe performance, provide constructive feedback, and support employee growth.
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Monitoring & Coaching (Phase 2)
Feedback Models (SBI and Feedforward)
Documentation and Observation Tools
Coaching vs Supervision
Evaluation Phase & Performance Issues
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Performance Evaluation (Phase 3)
Steps in Performance Evaluation
Common Rating Errors and Biases
Evaluation Meetings and Difficult Conversations
Leadership, Motivation, and Development
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Supervisory Communication & Leadership Skills
Motivation Strategies and Recognition
Performance Management (Telesom Model)
Closing – Building a Culture of Accountability
Performance Management

Components of Competencies

 

Aspect Competency Competence
Definition The combination of related knowledge, skill and complementing attributes The ability to apply knowledge and skills to achieve intended results
Focus Potential and capability Performance and application in real situations
Components Skills, knowledge, abilities, behaviors Performance, outcome
Purpose To define and assess what is required for success To measure and evaluate actual performance and results
Assessment Often assessed through assessments, surveys, and evaluations of attributes Evaluated through performance reviews, achievements, and practical applications
Examples Communication skills, leadership abilities, emotional intelligence Successfully leading a project, meeting sales targets, effective team management
Use in HR Designing training programs, creating job descriptions, setting development goals

Evaluating employee performance, measuring job effectiveness, and assessing results

 

Evaluating employees on the competencies that yo u have determined are associated with superior job performance – this is a measurement of the behavioural characteristics that impact results.

➥ in performance outcome key goal/objectives are standards  for achievement that about what must be accomplished

➥in competence behaviour are needed to accomplish  work goal so its about how it must be accomplished

Competencies

It is a set of skills and behavioural characteristics essential for high level performance of the job and the tasks expected to be done.
• These behavioural characteristics relate to corporate, departmental and individual levels.
• The Gap between the competency level required by the job responsibilities and the actual level of the competencies the employee displays are identified and measured (competencies Gap Analysis).

COMPETENT Persons

on the basis of training, education or experience:

Process Blocks:

  1. Determination of necessary competence

    • Job descriptions, job evaluation exercises, job analysis.

    • May be a verbal description.

  2. Actions taken to acquire the necessary competence

    • (e.g. training, hiring, On the Job Training, mentoring, reassigning, adjusting job, subcontracting)

  3. Evaluation of effectiveness of those actions

    • (e.g. Observation of performance, examination of results of tasks and projects, tests)

  4. Retain documented information as evidence of competency, and qualifications (if required)

    • (e.g. diplomas, licenses, resumes, completion of training, performance reviews)

 

 

 

 

 

 

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