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Syllabus - MBA HR DSE Sem 3 - Performance Management & Competency Mapping

This document outlines a training module on performance management and competency mapping. It covers topics like performance management processes and tools, competency identification and assessment, developing competency models and maps, and integrating competency-based systems into human resource practices like selection, performance evaluation, career development and compensation. The goal is to help organizations better understand employee performance and competencies to enhance organizational effectiveness.

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Shelly Ghosh
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Download as DOCX, PDF, TXT or read online on Scribd
164 views

Syllabus - MBA HR DSE Sem 3 - Performance Management & Competency Mapping

This document outlines a training module on performance management and competency mapping. It covers topics like performance management processes and tools, competency identification and assessment, developing competency models and maps, and integrating competency-based systems into human resource practices like selection, performance evaluation, career development and compensation. The goal is to help organizations better understand employee performance and competencies to enhance organizational effectiveness.

Uploaded by

Shelly Ghosh
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Performance Management and Competency Mapping

Module I:

1. Performance Management: 4L
 Aims, Characteristics
 Developments in Performance Management
 Concerns
 Understanding PM
 Performance Appraisal and Performance Management
 PM and MBO
 7 rules of excellence & 7 sins of HR professionals

2. Process of Performance Management: 4L


 Performance Management cycle
 PM Sequence, Working of PM
 Performance Management Activities
 PM in action – feedback management in PM
 Performance Counselling
Objectives; Process;
Conditions for Effective Performance Counselling and
Planning
Performance Managing,

Module II:

3. Performance Monitoring: 4L
 Assessment Centre
 Designing and Measuring performance (KPI & KRA)
 Criteria for performance measurement
 Setting Organizational, Team & Individual performance
Standards
 Methods for evaluating Performance
360 Degree appraisal, Competency Mapping & Competency Modelling,
Balance Score card.

4. Role of Training and Development in PMS: 5L


 Need Identification for Training and Development for Performance
Management
 Rewards and Recognition
 Team Performance
 Performance Management linked Reward System
 Role of HR Professionals in Performance Management
 Potential Appraisal & its linkage to Performance Management
 Performance Agreements
 Performance Reviews; feedbacks – e-PM
 Strategic role of HR professionals
 Ethics in Performance Management

Module III:

5. Introduction to Competency 5L

Introduction: Concept and definition of Role and competency, Characteristics


of competency, Core Competency Competency versus competence,
Performance versus competency; skills versus competency, behavior
indicators, Types of competencies - generic/specific,
threshold/performance, and differentiating and technical, managerial and
human; Competency Method in Human Resource Management: Features of
Competency Methods, Historical Development, Definitions,.
Competencies Applications - Competency Frameworks (competency
management framework or competency model), Competency Maps, and
Competency Profiles. Case Discussion

6. Competency management framework/competency model 4L

Using Competency Profiles in HR


Competency framework - development of personal competency framework,
Lancaster Model of managerial competencies, competency modeling
framework developing a competency model - Understanding job positions,
Data collection instruments for job descriptions, Stages in design and
implementation of competency model, Validation of the competency model
after data gathering

7. Design of competency model and Competency Gap Analysis 5L

Team Competencies (project driven), Role competencies (Role wise);


Competency identification Consolidation of checklist, Rank Order and
finalization, Validation, and Benchmark; Competency assessment - 360 degrees
, Competency Mapping - Strategy-Structure Congruence, Structure Role
Congruence, Vertical & horizontal Role linkages, Positioning to bring in
competitive advantage

Module IV:

8. Mapping Jobs via Competency Model 4L

Identification of Role competencies, elemental competencies, assessment


center, what do the assessment centers assess? Design of assessment center,
Use of psychometric testing in assessment center, 360 degree feedback,
potential appraisal through assessment center, Creating Competency
Dictionary.

9. Competency mapping and Integration of Competency Based HR Systems 5L

Steps in development of competencies map, Studying job, processes, and


environment, studying attributes of good performer; Strategy structure
congruence, Structure Role congruence - Each role to be unique, Non-
Repetitive, and Value adding; Vertical and horizontal role congruence, Ensure
non repetitive tasks in two different roles, Ensure core competencies for each
task, Link all the above and position to bring in competitive advantage. Using
competency maps for Competency profiling - Job competency profiling, Role
competency, profiling Functional competency profiling, Core competency
profiling Competency based selection, competency based interviews,
competency based performance management, competency driven careers,
and competency linked remuneration, competency driven culture. Career
Development Tools.

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