Description
The Company based in Pune implemented the Performance Management system an excel based mapping of knowledge and skills of all the employees in 2012. Few challenges were observed during the appraisal process that the opinions of team members were biased and influenced by past performances and a few influential members of the team. As the company is more family oriented and run on family values and cultures; it was a challenge for the HR to identify the issues and appraise the employees based on their performances at the time of appraisal. Major challenges were the acceptance of a Performance System to be in place as employees have been from the inception, belief of employees that they have been performing at their level best as the traditional performance management system was been followed.
A change was imperative from the competence point of view which was suggested and a sample size of five senior officials were chosen for the Competence Mapping from the Project and Sales Department.
Research based on the JD’s, Job element analysis and Interviews were conducted to form a basic platform of Competency Mapping to a framework from the futuristic implementation of the same.
The Company based in Pune implemented the Performance Management system an excel based mapping of knowledge and skills of all the employees in 2012. Few challenges were observed during the appraisal process that the opinions of team members were biased and influenced by past performances and a few influential members of the team. As the company is more family oriented and run on family values and cultures; it was a challenge for the HR to identify the issues and appraise the employees based on their performances at the time of appraisal. Major challenges were the acceptance of a Performance System to be in place as employees have been from the inception, belief of employees that they have been performing at their level best as the traditional performance management system was been followed.
A change was imperative from the competence point of view which was suggested and a sample size of five senior officials were chosen for the Competence Mapping from the Project and Sales Department.
Research based on the JD’s, Job element analysis and Interviews were conducted to form a basic platform of Competency Mapping to a framework from the futuristic implementation of the same.
doc_970891532.pdf
The Company based in Pune implemented the Performance Management system an excel based mapping of knowledge and skills of all the employees in 2012. Few challenges were observed during the appraisal process that the opinions of team members were biased and influenced by past performances and a few influential members of the team. As the company is more family oriented and run on family values and cultures; it was a challenge for the HR to identify the issues and appraise the employees based on their performances at the time of appraisal. Major challenges were the acceptance of a Performance System to be in place as employees have been from the inception, belief of employees that they have been performing at their level best as the traditional performance management system was been followed.
A change was imperative from the competence point of view which was suggested and a sample size of five senior officials were chosen for the Competence Mapping from the Project and Sales Department.
Research based on the JD’s, Job element analysis and Interviews were conducted to form a basic platform of Competency Mapping to a framework from the futuristic implementation of the same.
The Company based in Pune implemented the Performance Management system an excel based mapping of knowledge and skills of all the employees in 2012. Few challenges were observed during the appraisal process that the opinions of team members were biased and influenced by past performances and a few influential members of the team. As the company is more family oriented and run on family values and cultures; it was a challenge for the HR to identify the issues and appraise the employees based on their performances at the time of appraisal. Major challenges were the acceptance of a Performance System to be in place as employees have been from the inception, belief of employees that they have been performing at their level best as the traditional performance management system was been followed.
A change was imperative from the competence point of view which was suggested and a sample size of five senior officials were chosen for the Competence Mapping from the Project and Sales Department.
Research based on the JD’s, Job element analysis and Interviews were conducted to form a basic platform of Competency Mapping to a framework from the futuristic implementation of the same.
doc_970891532.pdf