VALUES I

+
II

STRONG VALUES STRONG VALUES

WEAK COMPETENCIES STRONG COMPETENCIES

+
COMPE--
COMPE
-
III IV TENCIES

WEAK COMPETENCIES STRONG COMPETENCIES

WEAK VALUES WEAK VALUES

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Mowly / vbc / hr
 Competency of Marketing
Executive Uses an understanding of market pricing
Setup new dynamics to develop pricing models
product
introduction
project
Understands
Knowledge Market pricing
Skill Dynamics

Competency COM-
COM-
PETE--
PETE
Positions a new
NCIES
product introduction so
that it is clearly
differentiated in the Motives Meets all
market. Attitudes commitments in a
Temperament timely manner
Competency
Acts in full understanding of human
behaviour and expectations.
Manages emotion of self and others
valuing individual differences
What is Competency? Uses MS office
Competencies encompass
Phd. In C.S

Controls
Emotions

Is courageous

that promote high performance in

individuals and organizations Mowly / vbc / hr
Mowly / vbc / hr
COMPETE APPLIES
-NCIES TO
What we are
BEHAVIOURAL LEVEL/INDVL
What we do
FUNCTIONAL FUNCTION

ROLE LEADER/MNGR

CORE ALL IN ORGN

 Performance Planning
Job Responsibilities Observe-document- Performance
Work expectations Coaching Employee Relations
SMART Goals Revise work expectations
Goal Alignment if necessary
Appraisal Skills
Mission Reinforce effective behaviour
Vision Planning and
Values Progress towards goals
Organisation
Strategy, Business
Monitoring
objectives Linkage
Manager/Work
Unit Objective Critical Job
PMP Competencies
Higher
Pay for Competencies, Job
Rewarding Developing enlargement,
Performance.
HIPOs, Provide Dev
Market, Rating Experiences
Retention Coaching/feedback
TA Style
PMP Documentation
Critical Incident Analysis
Overview of supervision records

Linking People, Strategy & Performance

 RESULTS

TASKS 1
TASKS 2
TASKS…..
MILESTONES
INDIVIDUAL
CRITICAL
GOALS
KRAs of
BUSINESS
BUSINESS UNITS
OBJECTIVES
Career Management System
How to Progress in the Matrixed Organization
Band Progression

Competencies
Career Bands
Acquisition

D
Job e
p
t
Job h
Existing
Existing
Breadth

Results
Change in Pay
Change in External and/or
Internal Title

Mowly / vbc / hr
 Rs. Pay Strategy
Upper
Quartile
(75P)

Median

Lower
Quartile
(25P)
New New to Competent Solid High Critical High
Employee the job Performer Contributor Performer Jobs Potential
Performance Bands
 3 Competency Streams

Combined to produce successful

leaders
Some competencies of leadership success…
 SM
STAR MODEL
Past Record
Development
Training, out come,
Methods,
PER-
PER- Standards
Rationale FOR--
FOR
MANCE

ASSES-
ASSES- EVALU-
EVALU-
MENT ATION
TRAINING
REQUIRED LEVEL

GAP How many

positions?
Position profile,
FC
Data of S K A identification
Motives,
Traits
 Development,
Assessment
Competencies
Results and
Portfolio
Review of
Competencies

Building
Competencies
for
Success
Selecting My Life Goals
Suitable My Organisational
Competencies Goals
that are required Clarity for long and
for my Life / Organisational Short term
Goals
Mission
Vision

Mowly / vbc / hr