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Performance Management & Competency Mapping

Performance Management and Competency Mapping (PMCM) is a Human Resource Management course that has been developed to choose the right candidate for a particular job and also to see that the candidate performs well in his assigned job role. The famous author, Ruskin Bond says, “The highest reward of a person’s hard work is not what they get for it, but what they become by it.” Performance Management seeks to satisfy a person’s inner satisfaction and self-esteem, so that the work he does becomes meaningful, enjoyable, and not just a drudgery for money. This course envisions the totality of an organisation’s function, along with its teams and individuals, by ‘organising and managing performance within an agreed framework of planned goals, standards and competency requirements’. The students, through this course would develop a knowledge for measuring the performance and expectations from employees over a period of time, gain an idea of how the annual review and appraisal process takes place, to generate the kind of work environment to attract and retain talented workforce in the company. Competency Mapping segment encapsulates the key competencies of an individual or an organisation and shows how to incorporate those competencies through various processes, so that the organisations gain a competitive edge over others with its workforce ability.  The students would also gain the ability to identify and map various competencies required in a particular work environment, use the different techniques and tools used to design a Competency Model, use assorted Assessment Center tools and 360 Degrees’ Feedback to identify the highly competent workforce for an organisation.

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Performance Management and Competency Mapping (PMCM) is a Human Resource Management course that has been developed to choose the right candidate for a particular job and also to see that the candidate performs well in his assigned job role. The famous author, Ruskin Bond says, “The highest reward of a person’s hard work is not what they get for it, but what they become by it.” Performance Management seeks to satisfy a person’s inner satisfaction and self-esteem, so that the work he does becomes meaningful, enjoyable, and not just a drudgery for money. This course envisions the totality of an organisation’s function, along with its teams and individuals, by ‘organising and managing performance within an agreed framework of planned goals, standards and competency requirements’. The students, through this course would develop a knowledge for measuring the performance and expectations from employees over a period of time, gain an idea of how the annual review and appraisal process takes place, to generate the kind of work environment to attract and retain talented workforce in the company. Competency Mapping segment encapsulates the key competencies of an individual or an organisation and shows how to incorporate those competencies through various processes, so that the organisations gain a competitive edge over others with its workforce ability.  The students would also gain the ability to identify and map various competencies required in a particular work environment, use the different techniques and tools used to design a Competency Model, use assorted Assessment Center tools and 360 Degrees’ Feedback to identify the highly competent workforce for an organisation.

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Who will benefit from this Course?

STUDENTS
ENTREPRENEURS
ACADEMICIANS
HR PROFESSIONALS
How will you benefit from this Course?

After completing the PMCM course, you will be able to:

  • Understand the different types of Performance Planning strategies and develop various development plans for the employees.
  • Gain a practical understanding as how Performance Management plan is beneficial for the organisation and also the employees.
  • Realize how the Role Description document is prepared for a particular job profile across various cultures in the world, along with the performance feedback and annual review.
  • Recognize how Performance Monitoring and Mentoring works and affects at different levels of the organisations.
  • Appreciate the Performance Appraisal Process and gain knowledge for avoiding various rating errors
  • Identify job ready competencies and how to detect them in a probable candidate
  • Design and develop Competency Models for a particular job-role
  • Conduct Behavioural Event Interview for talent acquisition and hold a 360 Degrees’ Feedback
Where can you see yourself after this Course?
Human Resource Manager

Completion of this Course will help you in managing the human capital in an organization, along with implementing policies and processes, employee relations or benefits.

Organizational Consultant

Completion of this Course will help you to enhance the workplace by implementing psychological principles and work with management to solve common business-related issues.

Technical Recruiter & Placement Manager

Completion of this Course will help you to specialize in IT and engineering recruitment sector, also help candidates to plan and develop their careers.

Training & Employee Relationship Manager

Completion of this Course will help you to facilitate employee relations and resolving human resource issues on behalf of the company.

Corporate Relationship Manager

Completion of this Course will help you to build and manage relationships with corporate clients to ensure customer acquisition, retention and generation of income.

Research Scholars

Completion of this Course will help you develop expertise in the area, conducting technical research, analyzing data, preparing reports and supervising the subject.

The Faculty Corner

PROF. (DR.) DEBAPRASAD CHATTYOPADHYAY

Dr. D. P. Chattopadhyay who has completed his doctoral studies from Academy of Human Resource Development, is a M. Phil with first class and distinction. A graduate from University of Calcutta, Prof. Chattopadhyay has also done his PGDM, along with a program in marketing, sales and advertising management from IMM, Kolkata. He has over 45 years of academic and corporate experience and has had very successful stints in reputed organizations like Merck & Co., Organon and Dr. Reddy’s Laboratories Limited. In addition to being an extremely astute academician, Dr. Chattopadhyay is a life member of National HRD Network and ISTD and a member of ISABS, NIPM & CMA. Prof Chattopadhyay completed a program on Strategic Human Resource Leadership from National HRD Network and has also attended Human Laboratory Process Course from Indian Society of Applied Behavioral Sciences.

PROF. MANAS CHAKRAVARTY

After a successful stint as corporate personnel in various top industries, Prof. Chakravarty ventured out into the academic arena in areas related to Human Resource, Industrial Relations and General Management. He was appointed in the capacity of Associate Dean (ICFAI, Hyderabad) and Dean-Academics (United World School of Business, Hyderabad/Ahmedabad), before joining as a member of the esteemed faculty team in Globsyn Business School. Persuasive, articulate and an avid music lover, Prof. Chakravarty enjoys working with individuals and groups engaged in intellectual pursuit.

What do you need to have to study this Course?

To study the Performance Management and Competency Mapping course, you need to have:

  • A sound knowledge of Human Psychology
  • Confident communication skills and a sense of ethics
  • Leadership qualities and problem solving capabilities

 

 

Course Content


  • This session describes the various stages of Performance Management Cycle
  • It also outlines how Performance Management is beneficial to both organisations and individuals

  • Students understand each stage of Performance Management in details and also understands the objectives behind each stage
  • They can objectify the subject from a manager’s point of view.


  • This session describes as how Performance Management is people management and works at different levels of the organisation
  • It also elucidates the different levels of a Performance Management cycle as being practiced in organisations.

  • Students understands what leads to a successful performance management system in an organisation
  • They recognize the various acronyms popularly used in the area and what takes to design a goal oriented employee performance


  • The session illustrates how to set objectives for employees in an organisation
  • It also teaches to write a Role Description Document for employee’s year-long performance

  • Students learn about the prerequisites for a successful Performance Management in an organization
  • They learn how to deliver an effective annual feedback, and what to avoid, limitations and pitfalls of the system.

 


  • The session explains the difference between employee Mentoring and Monitoring.
  • It also illustrates the two main factors governing the ongoing performance monitoring     

  • The session is beneficial as it teaches the students the way to communicate during the review process and how to handle employee’s issues during the review discussion.


  • The session explains in details the purpose and stages of Employee Development
  • It also discusses in details D. Stuart Briscoe’s HR Management Principles that are practiced across the globe.

  • The students learn to create favourable conditions for Employee Development
  • They also learn how to effectively apply Briscoe’s principles in an organisation.
  • The session gives an insight on how to delegate workloads to employees, and even how to coach and counsel.


  • The session interprets the various steps of Performance Appraisal model.
  • It also discusses the SMART goals to be set for the employees.

  • Students learn to design and measure KPIs of individual in the office environment
  • It also helps to conduct Performance Appraisal in a step-by-step procedure.


  • The session focusses on the difference between Performance Management and Performance Appraisal.
  • It also highlights the responsibilities of a HR Manager

  • The students learn various methods of Performance Appraisal Ratings
  • The Appraisal Methodology is well appreciated through a real time caselet in a renowned company


  • The session emphasizes on the various modern methods of Performance Appraisal like Assessment Centers, 360 Degrees’ Feedback etc.
  • It also highlights the facilitating and inhibiting factors of Performance Appraisal System

  • The students learn to conduct various ACM exercises like In-Basket, Role Playing, Panel Interview etc.
  • Bars, 360 Degrees’ Feedback can also be learnt from this session, with Customer and Business perspectives.


  • Diverse reviewer concerns are being discussed in the session, with the developed appraisal errors.
  • Various types of employee appraisal rating errors like Horn and Halo Effect, Central Tendency etc. are also being discussed.

  • The students become aware of the common rating errors executed by raters, so they learn to avoid them while doing the performance appraisal
  • They also become concerned with the reviewer and administrator concerns while doing performance appraisal.


  • The session concentrates on the problems faced by the Indian Companies during the time of Performance Appraisal
  • It also illuminates the ways to improve performance appraisal by standardizing ratings, open communication etc.

  • Students become aware of the performance issues faced in the largest democracy of the world, and they learn the factors behind them.
  • They also realize how to improve the performance ratings by showing non-vindictive attitudes, having clear objectives, and also to have post appraisal interviews.

Session 1

Highlights

  • This session introduces the term competency and illustrates the difference between Competence and Competency.
  • It trails the history and evolution of Competency Mapping and features McClelland’s Research Work.

Benefits

  • Students, after understanding the history and reason behind the development of Competency Model, are able to distinguish the terms Competencies and Competences.
  • They gain a profound knowledge of how Behavioral Event interview takes place and its importance in mapping down the competencies.

Session 2

Highlights

  • The session gives almost all the definitions used by stalwarts in this area.
  • It also introduces the Iceberg Model of Competency  

Benefits

  • Students learn to distinguish between Technical and Behavioral Competencies of individuals
  • The session also gives an idea of various terms used in Competency Mapping and Modelling.

Session 3

Highlights

  • The session differentiates among the three competencies – Organisational, Job-role and Personal.         
  • It also discusses Core and Workplace Competencies and their usage in various fields.

Benefits

  • Students learn how to predict performance through competency mapping of individuals.
  • They also learn to distinguish the superior performers from the ordinary ones by differentiating competencies.

 

Session 1

Highlights

  • This session introduces Competency Model with its Pyramidal Structure.
  • It also provides the correlation between Competency Model and various HRM functionalities.

Benefits

  • The students understand the Competency Model structure through a model example study.
  • They also learn the usage of Competency Model in HRM functions like Selection, Training & development, Performance Management, Succession Planning etc.

Session 2

Highlights

  • The session lists down the benefits for using Competency Model across various HRM functions like training and development, selection etc.
  • The issues that may crop up during the development of competency model are also being listed down in details.

Benefits

  • The students get a hand on experience of how a competency model becomes beneficial in various HR functions like appraisal and employee selection procedure.
  • This session also makes the students aware of the several issues that may crop up during the development of a competency model.

 


  • This session gives an idea of the different sources from where competency information can be gathered.
  • It also gives an idea of diverse interview techniques used in the world to understand the competencies required for the particular job-profile.

  • The session comes in handy for the students as they become about various sources they are going to look for competency information.
  • Students get knowledgeable with the various interview techniques used for gathering competency information.


  • This session describes the way to write competency statements for Competency Model.
  • KSAPs are also illustrated in details in this session and the ways to write down KSAPs.

  • Students grasp the technique for writing competency statements easily through the real-time example.  
  • They also get an idea for writing competencies and KSAPs for the listed job profile.


  • Assessment Center is described in details in this session
  • The various tools used in Assessment Center to map employee competencies are also being depicted here.

  • The students are introduced with the Assessment Center and its importance in mapping down employee competencies. 
  • Students understand prerequisites to be followed while setting up the Assessment Center method for different competencies. 


  • This session deals with different types of interview questions to be asked or never to ask a candidate
  • It also explores the various types of interview techniques for different purposes.

  • Students get a handy reference of the questions to be asked to understand job-readiness and focus of a candidate or an employee.
  • The questioning techniques like STAR, Funneling Open Back prepares a student to be confident and what to expect from an interview.

 


  • The session explores the benefits of using Competency Models across all levels of HR ystems
  • It also addresses the potential points of resistance while applying the Competency Model in the organization.

  • Students get a 360 Degrees’ view for using Competency Mapping Model across all levels of organisation. 
  • Having known the points of resistance, they become equipped with how to avoid them.