1. PERFORMANCE MANAGEMENT & COMPETENCY MAPPING -Definition of performance Management, the performance management contribution, dangers of poorly implemented PM systems, aims and role of PM Systems, characteristics of an ideal PM systems, performance management process, performance management and strategic planning.
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5. PERFORMANCE MANAGEMENT The performance Management contribution: 8. Employees become more competent – solid foundation for establishing developmental plans. 9. There is better protection from lawsuits. 10. There is better and more timely differentiation between good and poor performers. 11.Supervisor’s views of performance are communicated more clearly – Judgements,accountability. 12.Organizational change is facilitated. 13.Motivation,commitment,and intentions to stay in the organization are enhanced.
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7. DISADVANTAGE/DANGERS OF POORLY IMPLEMENTED PM SYSTEMS 11. Varying and unfair standards and Individual ratings – across and within units. 12. Emerging biases – replaces organization standards. 13. Unclear ratings system – poor communication regarding how the ratings are generated and how the rating are translated in to rewards.
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