Competency management and performace appraisal

Prsentation PowerPoint

3rd sessionCompetency Management & Performance Appraisal

Technology companies such as Adobe, Juniper Systems, Dell, Microsoft, and IBM have led the way, joined by a number of professional services firms (Deloitte, Accenture, PwC) and even General Electric, the long-time role model for traditional appraisals.

Argument #1 (Deloitte): An investment of 1.8 million hours across the firm that didnt fit our business needs anymore.

Argument #2: Its a last-century practice and blamed them for a lack of collaboration and innovation.

Argument #3: Both supervisors and subordinates despise the appraisal processa perennial problem that feels more urgent now that the labour market is picking up and concerns about retention have returned.

Argument #4: They hold people accountable for past behaviour at the expense of improving current performance and grooming talent for the future.

In effect, we are asking our team leaders what they would do with each team member rather than what they think of that individual.

ScoringBadging

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Group 1:Build the competency grid / guideline of being a successful student in your Master programme

Group 2:Build the competency grid / guideline of being a successful prof in your Master programme

Redesign CIFFOP's appraisal and quality system using scoring and badging.