Competency based performance management

Competency management systems allow employers to evaluate employees' performance. Use of these systems allows managers and supervisors to identify gaps, deploy remedial training, recruit staff and compensate current employees appropriately. Developing competency-based performance management systems typically involves creating comprehensive competency models for all jobs and assessing employees against those models during annual performance reviews. Employers may use these systems for all staff or restrict their use for only salaried employees.

Competency based performance management

Have they reached their target number of sales? And did they contact the 50 new prospects they were aiming for? But surely you also want to know how they achieved what they did? Sounds good, but what exactly are the benefits of competency-based performance management? Supercharge your training programmes This is the obvious one.

When looking over your workforce as a whole, you might notice that particular competencies are generally sub-standard on the whole. This will highlight the issues your company-wide training programmes need to address, and will make them much more effective!

It will probably even encourage them to work extra hard on improving their underwhelming decision making skills, so that they can earn recognition across the board!

Clarify what you want from the role Before you can track competencies, you need to decide what they are. But all of this hard work pays off, because it helps you to make clear exactly what is expected of the role.

Competency based performance management

You can even focus the interview process around finding people with the perfect set of competencies and behaviours, ensuring that you only let the perfect person through the door!

For example, it can really help to boost internal mobility within your organisation. Say, for example, that you have a new project or position which you need someone to take on. You could start the long process of hiring someone, but it might be that the perfect person is already under your nose!

Simply look within your own staff for people who possess the perfect set of competencies for the role, and you might be able to move them across without any trouble.

Then you can focus on developing them across your workforce, and hiring in people who already possess them. Spotting this will give you the chance to re-think things and find competencies which will actually be useful. Tracking competencies is just one of the many things our online Performance Centre can do!

Why not take a free tour to see its full feature set first-hand? Welcome to the Blog! This is where we come to shout about our love for truly engaging learning. You can think of it as our mountaintop! Check out our Social Media Channels too!Performance Management Process starts with setting SMARTER objectives that staff are committed to.

With a competency-based approach enables more objective feedback and appraisal that would lead to greater staff engagement, motivation and performance.

This creates a win-win outcome for staff, management and organisation. Performance management is about achieving results in a manner that is consistent with organizational expectations. Integrating competencies within the performance management process supports the provision of feedback to employees not only on "what" they have accomplished (i.e., performance goals), but also "how" the work was performed, using competencies for providing feedback.

Competency-based performance reviews look at how an employee’s actions over a defined time led to meeting or missing defined objectives, so you gain an understanding of where an employee stands at present and what additional behaviors they should develop for future success. Before starting the project to develop a competency-based performance management system, having the College leadership’s agreement on the need for the program as well as the support to commit resources of time, personnel, and money is imperative.

Implementing a competency-based performance management system typically begins by analyzing the business environment and listing the job roles needed to achieve strategic goals.

Understanding the Competency-based Performance Review. Role definition needs to fit into the performance management life cycle. See our article on recruiting with roles.

This is important because, without well-defined roles, a competency-based performance review won’t be as effective.

5 benefits of competency-based performance management