Hello all!
I am new to this community and I am hoping to get some guidance from other HR professionals. I am restructuring my company's current performance review process. Our current reviews consist of a rating scale (outstanding, excellent, good, etc.) and rate skills such as job knowledge, organization and planning, dependability, interpersonal skills, communication, etc. I would like to create an appraisal system based more on job competencies versus just skills. I am wondering if any of you have experience in this and could provide guidance on how to go about this type of project. I have been reading books and have a pretty good idea of what needs to be done, but getting this started and figuring out what I should do first is a bit difficult.
Can anyone provide any guidance? Please feel free to send me a private message as well. Thank you all in advance. MD
From United States, Grand Rapids
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I am new to this community and I am hoping to get some guidance from other HR professionals. I am restructuring my company's current performance review process. Our current reviews consist of a rating scale (outstanding, excellent, good, etc.) and rate skills such as job knowledge, organization and planning, dependability, interpersonal skills, communication, etc. I would like to create an appraisal system based more on job competencies versus just skills. I am wondering if any of you have experience in this and could provide guidance on how to go about this type of project. I have been reading books and have a pretty good idea of what needs to be done, but getting this started and figuring out what I should do first is a bit difficult.
Can anyone provide any guidance? Please feel free to send me a private message as well. Thank you all in advance. MD
From United States, Grand Rapids
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For a competency-based framework, for each job post, you need to have criteria, and for each criterion, there should be a measurable criterion.
If done internally, you will need to conduct a study on each job/role and then define it. Alternatively, you may want to hire the service of specialists in this area who will already have templates for standard competencies and maybe even for your industry. If you want to see a sample, I can send one to you.
From India, Bangalore
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1If done internally, you will need to conduct a study on each job/role and then define it. Alternatively, you may want to hire the service of specialists in this area who will already have templates for standard competencies and maybe even for your industry. If you want to see a sample, I can send one to you.
From India, Bangalore
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Hi,
Job banding based on the Hay method will be useful to you. It considers:
- Know-how
- Accountability
- Problem-solving skills
Using these criteria, you can evaluate the job an individual is doing and compare it against their competencies to reward them.
Regards,
Prasad Parelkar
Email: prasad.parelkar@acumen.co.in
From India, Mumbai
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Job banding based on the Hay method will be useful to you. It considers:
- Know-how
- Accountability
- Problem-solving skills
Using these criteria, you can evaluate the job an individual is doing and compare it against their competencies to reward them.
Regards,
Prasad Parelkar
Email: prasad.parelkar@acumen.co.in
From India, Mumbai
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Performance Management System.doc