Competency Mapping

Author : T.V Rao

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This workbook attempts to develop the skills required to use these components while implementing a performance management system focused on growth and development. This book is likely to be useful to all those who are implementing performance management systems with renewed emphasis on development. It has been developed for use in Performance Management workshops keeping Line managers in mind.
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The book contains several illustrations, self-tests with scoring and interpretation, cases and exercises for discussion and role-plays for skill development.

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Table of Contents

1. INTRODUCTION TO A PERFORMANCE MANAGEMENT SYSTEM
a. Introduction to a Performance Management System

2. COMPONENTS OF A PERFORMANCE MANAGEMENT SYSTEM
a. KPAs for Role Clarity and KRAs for Accountability
b. Attributes / Qualities / Traits / Competencies
c. Self-Appraisal
d. Performance Analysis
e. Performance Review Discussion
f. Performance Ratings
g. Signature by the Appraisee
h. Manuals and Guidelines

3. PERFORMANCE PLANNING
a. Role and Role Clarity
b. Identifying Key Performance Areas
c. Converting Key Performance Areas into Objectives or Targets or Goals
d. Listing down activities or tasks for each of the Objectives or Targets or Goals
e. Assigning weightages to KRAS Planning Organizational Support and Development

4. PERFORMANCE ANALYSIS
a. The Performance Equation
b. Objectives of Performance Analysis
c. Methodology
d. Using Performance Analysis for Counseling and Development Needs
e. Illustration of a sample performance analysis for a Branch Manager of a Bank

5. BASIC ATTITUDES AND SKILL FOR DEVELOPMENT
a. Conditions for development
b. Personal Effectiveness
c. Self-Awareness and Personal Effectiveness
d. Interpersonal Feedback

6. PERFORMANCE REVIEW DISCUSSIONS
a. Objectives of a Performance Review Discussion (PRDs)
b. Steps in conducting a PRD
c. Guiding principles for PRDs
d. Performance review discussion and counseling skills practice

7. PERFORMANCE APPRAISAL AND RATINGS
a. Appraising performance
b. The Bell curve or process of normalization
c. Errors in appraisals

8. USING PERFORMANCE MANGEMENT SYSTEMS DATA FOR HR DECISIONS AND
PERFORMANCE IMPROVEMENTS
a. Development Decisions based on PMS outcomes
b. Personnel or administrative decisions based on PMS outcomes
REFERENCES

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