Performance Management System And Career Development

Performance management system is a strategic and integrated approach to delivering sustained success to organizations by improving the performance of the people who work in them and by developing the capabilities of teams and individual contributors. Performance management is a means of getting better results from the organization, teams and individuals by understanding and managing performance with an agreed framework of planned goals, standards and competence requirements.

The principles of performance management are as follows:

• It is a continuous and evolutionary process, in which performance improves over time.
• It relies on consensus and cooperation rather than control or coercion.
• It encourages self-management of individual performance.
• It requires a management style that is open and honest and encourages two-way communication between superiors and subordinates.
• It requires continuous feedback.
• It measures and assesses all performance against jointly agreed goals.
• It applies to all staff and it is not primarily concerned with linking performance to financial reward.

Competency Model Development / Competency Assessment

The design of competency model aims at identifying the knowledge, skills, and personal attributes that facilitate exceptional job performance and organisational success. The whole cycle of HR processes of recruitment and selection, performance management, training and development, and compensation will be all linked together into an integrated system with competencies being the common language throughout each process.

The principles of Competency Assessment are as follows:

• Fosters employees' success and retention by facilitating better matches between employees' work preferences, competencies, and the job;
• Facilitates more accurate and objective outcomes within HR functions by focusing on the competencies critical to a job rather than on just the individual;
• Empowers management to plan for the workforce of tomorrow by determining the competencies needed to reach future goals.

Compensation & Benefits system design

AIMS Human Capital helps you design a functional remuneration and incentives program, which will enable you attract and retain key talent. We assist you in developing and maintaining policies, systems and procedures for rewarding and energizing employees based on their contribution, competences, commitment, merit and market value. You can rely on our support in implementing and monitoring the system, reviewing, upgrading and adjusting it to meet corporate change objectives and respond to business environment trends.

The principles of the system are as follows:

• Provide working tools to attract, motivate, reward, incentivise and retain personnel.
• Lower labour turnover rates and recruitment costs.
• Endorses ethics and fairness of corporate practice, resulting in higher corporate performance.
• Enhances morale and substantiates corporate culture.

Job description and specification

The job analysis procedure involves determining and reporting pertinent information relating to the nature of a specific job, including the inherent tasks, as well as the skills, knowledge, abilities and responsibilities required by the jobholders for successful performance. The process is the cornerstone of all human resource functions. It provides adequate information for devising job description and job specification.

The job description contains basic information about the job under the headings of the job title, reporting relations, overall purpose and principal accountabilities or main tasks or duties.

The job specification is derived from the job description. It describes the knowledge, skills and attitudes that will enable the person to perform in the job at or above the required standards.

The job description and job specification have a key role in recruitment, initial orientation, career counseling, training needs analysis and objective evaluation of an individual employee's performance on a job.