Performance Management and Total Rewards

 

Professionals like yourself desire to effectively assess and reward employee performance.  Competency-based talent performance entails the use of competencies in performance management and total rewards.  Employee performance is assessed against role-based competencies are employees are rewarded based on measured performance and competency-based salary bands.

Use of competencies within talent performance delivers the following benefits:

 

Objective Performance Reviews

Many organizations have a subjective performance management process, lacking clear standards for reviewers and transparency for reviewees.  By defining and assessing performance against role-based competencies, organizations and employees can have confidence in their performance reviews.

 

Performance-Based Compensation & Rewards

Many employees lack clear performance incentives given recognition and pay are often determined by organizational and market forces, with jobs placed in a pay range prior to an employee's hiring. By appropriately linking compensation & rewards to competency-based development and performance, organizations can see measurable improvements in individual and organizational performance

 

 

 

Simple, Frequent Performance Assessments

Many reviewees complain about the lack of transparency into individual performance other than annual reviews, while many reviewers struggle with the overhead of frequent performance feedback.  By defining role-based competencies and using competency assessments,  organizations and employees can benefit through simple, frequent performance feedback. 

 

Aligned Reviewee and Reviewer Expectations

Employees and their managers often have misaligned expectations on what is required for high-performance. Defining clear, competency-based performance objectives ensures that both reviewers and reviewees can speak the same language and have a common understanding on performance expectations.

 

 

 

Rich Performance Data & Analytics

Many organizations lack the data to assess talent performance in the current year, let alone a complete "talent lifecycle" snapshot. A competency-based approach generates an performance framework and the data necessary to analyze talent performance and the talent lifecycle.

 

Clear Understanding of Employee Performance 

Many organizations lack a clear understanding of employee performance. By using competencies as the glue between talent management processes, performance management and total rewards professionals can integrate with employee development to measure employee progression and performance.

 

 

 

Objective 360 Multi-Rater Assessments

Many organizations either fail to obtain a holistic sense of individual performance or do so in an improper way, resulting in subjective feedback. Research indicates that performance input from multiple raters adds value when managed properly, and subjectivity can be reduced through use of competency-based criteria for evaluation.

 

 

 CTK Resources  The CTK Difference

 

CTK provides quality, affordable resources to assist with competency-based performance, including content (e.g., performance reviews, competency models), services, software and toolkits.

 

 

With CTK's extensive resources, deep expertise and history of success, you will realize the performance management and total rewards benefits you desire. Our expert, affordable products will save you time & money and provide the quality you need to effectively assess and reward employee performance.

 

 Can't Find What You Need?

 

CTK is committed to your satisfaction. If you can't find what you need, contact us and we'll be happy to either provide what you need, or connect you with someone who can.

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Competency-Based Talent Performance Overview & Benefits

Performance Management and Total Rewards

 

Professionals like yourself desire to effectively assess and reward employee performance.  Competency-based talent performance entails the use of competencies in performance management and total rewards.  Employee performance is assessed against role-based competencies are employees are rewarded based on measured performance and competency-based salary bands.

Use of competencies within talent performance delivers the following benefits:

 

Objective Performance Reviews

Many organizations have a subjective performance management process, lacking clear standards for reviewers and transparency for reviewees.  By defining and assessing performance against role-based competencies, organizations and employees can have confidence in their performance reviews.

 

Performance-Based Compensation & Rewards

Many employees lack clear performance incentives given recognition and pay are often determined by organizational and market forces, with jobs placed in a pay range prior to an employee's hiring. By appropriately linking compensation & rewards to competency-based development and performance, organizations can see measurable improvements in individual and organizational performance

 

 

 

Simple, Frequent Performance Assessments

Many reviewees complain about the lack of transparency into individual performance other than annual reviews, while many reviewers struggle with the overhead of frequent performance feedback.  By defining role-based competencies and using competency assessments,  organizations and employees can benefit through simple, frequent performance feedback. 

 

Aligned Reviewee and Reviewer Expectations

Employees and their managers often have misaligned expectations on what is required for high-performance. Defining clear, competency-based performance objectives ensures that both reviewers and reviewees can speak the same language and have a common understanding on performance expectations.

 

 

 

Rich Performance Data & Analytics

Many organizations lack the data to assess talent performance in the current year, let alone a complete "talent lifecycle" snapshot. A competency-based approach generates an performance framework and the data necessary to analyze talent performance and the talent lifecycle.

 

Clear Understanding of Employee Performance 

Many organizations lack a clear understanding of employee performance. By using competencies as the glue between talent management processes, performance management and total rewards professionals can integrate with employee development to measure employee progression and performance.

 

 

 

Objective 360 Multi-Rater Assessments

Many organizations either fail to obtain a holistic sense of individual performance or do so in an improper way, resulting in subjective feedback. Research indicates that performance input from multiple raters adds value when managed properly, and subjectivity can be reduced through use of competency-based criteria for evaluation.

 

 

 CTK Resources  The CTK Difference

 

CTK provides quality, affordable resources to assist with competency-based performance, including content (e.g., performance reviews, competency models), services, software and toolkits.

 

 

With CTK's extensive resources, deep expertise and history of success, you will realize the performance management and total rewards benefits you desire. Our expert, affordable products will save you time & money and provide the quality you need to effectively assess and reward employee performance.

 

 Can't Find What You Need?

 

CTK is committed to your satisfaction. If you can't find what you need, contact us and we'll be happy to either provide what you need, or connect you with someone who can.