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Competencies |
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Page 3 of 3
Competencies Drive Development
The second way that competencies are used in the performance management process relates to developing new knowledge, skills or abilities that will contribute to performance improvement, as well as career success and future growth.
The majority of companies in this study include developmental goals as part of the performance goal setting process, and ask employees to prepare development plans as they establish business goals for the year. Their development goals are intended to highlight specific development areas that will help them achieve or exceed business goals.
Managers are expected to work with employees to identify competency areas that they want to strengthen during the performance period. The process also can include defining specific developmental work, training, or special projects as part of a formal development plan.
Some organizations value individual development but carry out the development goal planning process on a different time cycle than business goal planning, creating development goals some time after performance goals are established. These organizations do not want employees to mix the purpose and value of development with the notion of annual performance rewards, nor offer any suggestion that people will be penalized for not achieving developmental goals, believing that it encourages development as a lifelong learning process.
One person has commented on this article. (1) kenana engineering & technical services
2008-08-25 19:16:22 i have 2 qustions actually:
1- its my first time to work in a project based company where our projects can take less than the cycle timing as well as more than sometimes a year so am confused about how can PM be implemented in such a company noting that i work in sudan in which economical situation is low and most employees accros companies want to just gain more money with no beleive in PM.
2- when implementing PM in such a company that more than 4000 work, i always have training cost concerns.the above article mentions, employees decide on their developmental trainings that helps them acheive their objectives. why cant we have a trining catalogue in which states every department's Technical developmental trainings in each level or position that helps the employee acheive tasks and leave other desired personal programs on a seperate list for management to approve as if you leave it open, each employee may write lots of trainings and cost of all company trainings will be very high.
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