Team Talent Framework
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This document provides guidance on developing a competency framework for measuring and managing employee skills in software projects. It discusses defining competencies, measuring employee competency through interviews, surveys and observations, and establishing a performance management system with competency ratings and improvement recommendations. A competency framework helps organizations identify key skills and align employees' development to business needs.
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OL 751 Module Three:
Performance Management
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1
Definitions
Performance Management:
Process of creating a work environment in which employees can perform to the best of their abilities and contribute the most to the organization
Performance Standards:
Define acceptable and unacceptable performance levels based on job-related requirements from job analysis and reflected in job description
Performance Reviews:
Process, typically delivered annually, designed to help employees understand their roles, objectives, and expectations with respect to organizational success
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2
Purposes of Performance Reviews
Developmental
Allow employee to discuss concerns
Ensure clear expectations and alignment with organization
Evaluate goal achievement
Help identify goals
Identify organizational training needs
Identify employee training needs
Identify strengths and weaknesses
Improve communication
Provide employee feedback
Recognize performance
Reinforce authority structure
Administrative
Assist with HR planning
Basis for promoting employees
Determine transfers and assignments
Document personnel decisions
Evaluate training programs
Identify performance problems and improvement plan
Make merit and compensation decisions
Make retention, termination, and layoff decisions
Meet legal requirements
Validate selection criteria
There are many benefits to a comprehensive performance review program, particularly to ensure that employees’ efforts are aligned with the organization’s goals and needs. Alignment includes identifying areas of improvement from the employee, as well as identifying areas of development and opportunity for the employee, position, team, department, and organization.
3
Employee Performance Factors
Motivation
Career ambition
Goals and expectations
Job satisfaction
Perceptions
Relationship with manager
Relationship with coworkers
Ability
Analytical skill
Communication
Interpersonal
Physical limits
Problem-solving
Right fit for job (emotionally, physically)
Technical skills
Environment
External, such as economic conditions
Job design
Job resources, such as equipment and/or materials
Laws and regulations
Manager support
Rules and policies
Unions
Employee performance is affected by three particular areas: the employee’s own motivation in his or her career, ...
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