Linking the "WHAT" (performance) to the "HOW" (competencies)
10.03.2010

Karine Pontet
Performance is measured in terms of a function’s output: Timelines, Quality, Quantity, Use of resources, etc... Competencies are assessed on the basis of skills, attitudes and behaviours, such as interpersonal savvy, managerial courage or creativity. Taken together, accurate performance and competency management are crucial to a firm’s human capital value. During this session we will provide some concrete examples and best practices of performance and competency frameworks.

Agenda
Making the link between Performance Management and Competency Management
Best market practices in terms of performance management
  – Performance management models
  – Performance management dimensions
Best market practices in terms of competency management
  – Designing competency libraries – the choice between "homemade" and "research-based"
  – Structuring competency models
Putting it altogether – linking performance, competencies, rewards and succession planning

Did you know?
Research has shown that the number of people involved in performance management processes has increased over the last years with an average of 30% across all performance management processes. But still more than 80% of companies think their performance management processes need improvement and started initiatives to tackle the most urgent deficiencies such as data quality, integration of corporate strategy elements and reduction of complexity.


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