...Employee: Job Title: Family: Phase: Date: Date of Last Updated Job Profile: Employee Group: Review Period (year): The purpose of the annual feedback and development process is to facilitate a dialogue that recognizes and appreciates successes while supporting continuous learning and development. Feedback is used to reach agreement on goals and a development plan for the upcoming year. The process is facilitated through a standard Performance Framework (see illustration). There are two components to performance: Accountabilities and Competencies. Accountabilities support the overall directions of the unit by defining what outcomes are expected in a specific job over the long term. Accountabilities need to be supplemented by annual measurable goals. Competencies are demonstrated behaviours (skills) which describe how an employee is expected to do their work to be consistent with the core values inherent in the directions of the organization. Using the Form — Steps to Ensure the Performance Dialogue is Effective: Step 1: Either the employee or supervisor completes the information at the top of this page. Step 2: Either the employee or supervisor inserts the accountability statements from the employee’s job profile (max: 25) into the section on page 2. For assistance developing accountability statements and job profiles please attend the Defining Accountabilities module as part of the Skill...
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...and Critical Discussion of Competencies Based on CVF Framework Student ID: 3472503 Student Name: Xiaoli Sun Lecturer: Dr. Margaret Heffernan, O. A. M Tutor: Ashkan Khalili Due Date: 7th June 2015 Executive Summary As the Competing Values Framework (CVF) has been considered as an important construct for management in a business, managers use CVF to guide and examine employees’ performance. This report will take advantage of three tools: First, CVF Instrument, to examine current competencies like communicating and leading teams and competencies require further development like setting goals; the next two are Communication Styles Survey and Situational Leadership Style Questionnaire to find out strong skills like driver style and delegating style, and weak style like amiable style and coaching style. Then, related theories and concepts will be applied and interpreted to analyse the examined current competencies and skills and how to develop them further based on academic researches and articles. In this report, face negotiation theory, transformational theory and goal-setting theory are mainly used to have a detailed explanation about the competencies. Finally, a personal action plan will be made aimed to improving the weak competencies. Key words: CVF framework, Face negotiation theory, Goal-setting theory, Transformation...
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...blind spots) in terms of various competencies at various levels of the Manufacturing department, namely top level, managerial level, executive level, and staff level. (Please return the completed questionnaire to me on or before…………………) Please rate each competency using the 5-point rating scale Exercises outstanding performance on this competency far exceeds acceptable standards 5 Exercises very good performances on this competency better than acceptable standards 4 Exercises quite acceptable performance on this competency and meets requirements 3 Performance on this competency is not quite up to acceptable standards. A development is needed 2 Performance on this competency fails to meet acceptable standards. A major development is needed 1 (Questionnaire used for both self and others rating) Competencies at Top Level Please tick ‘’ what you feel most appropriate 1.Vision and Purpose 1 Sees new possibilities to take the organization to a higher realm 5 4 3 2 1 2 Optimistic. Sees everything with a positive outlook 5 4 3 2 1 3 Creates and communicates compelling vision or direction 5 4 3 2 1 4 Inspires and motivates others with enlightened insights 5 4 3 2 1 2.Developing people 1 Assembles strong teams 5 4 3 2 1 2 Empowers and trains people 5 4 3 2 1 3 Provides rewards, feedback and recognition 5 4 3 2 1 4 Communicates effectively with people 5 4 3 2 1 3.Values and ethics ...
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...11/8/2013 1st meeting—Developing Managerial Competencies Managers have to cope with diverse and far‐reaching challenges FOR EXAMPLE 1. Strive to remain competitive in a dynamic and far reaching world 2. To keep pace with ever‐advancing technology 3. To find ways to incorporate the Internet and e‐business into their strategies and business model 1 2 2 Introductory Concepts: What Are Managerial Competencies? Communication Competency Teamwork Competency Competency – a combination of knowledge, skills, behaviors, and attitudes that contribute to personal effectiveness Managerial Competencies – sets of knowledge, skill, behaviors, and attitudes that a person needs to be effective in a wide range of positions and various types of organizations 3 Managerial Effectiveness Self-Management Competency Planning and Administration Competency Strategic Action Competency 4 Multicultural Competency 1 11/8/2013 ?????? • to what extent we believe competencies are something we are "born with or can be learned." • So what !!!!!!!!!....... everyone can develop these competencies if we are motivated, although some competencies may "come easier" to certain individuals than to others. Do we agree? 5 What Is An Organization? A formal and coordinated group of people who function to achieve particular goals These goals cannot be achieved by individuals acting alone An organization has a structure. 6 What Is A Manager? A person who...
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... 3-7 * PHARMACEUTICAL INDUSTRY IN INDIA 4 * FACTS ABOUT INDIAN PHARMACEUTICAL COMPANY 5-6 3. COMPANY PROFILE 7-12 * HISTORY 8-9 * VALUES, VIEW AND POSITION 10 * RESPONSIBILITY 11 * DISCOVERY AND DEVELOPMENT 12 4. COMPENETCY MAP 13-18 5. HUMAN RESOURCE DEPARTEMENT 19 6. PERSONNEL DEPARTMENT 20 7. ADMINISTRATIVE DEPARTMENT 21 8. RATIONALE AND OBJECTIVE 22-23 9. COMPETENCIES MAPPING AT MSD INDIA...
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...of Filipinos who passionately love their country and whose competencies and values enable them to realize their full potential and contribute meaningfully to building the nation. As a learner-centered public institution, the Department of Education continously improves itself to better serve its stakeholders. DepED Mission Students learn in a child-friendly, gender-sensitive, safe and motivating environment Teachers facilitate learning and constantly nurture every learner Administrators and staff, as stewards of the institution, ensure an enabling and supportive environment for effective learning to happen. Family, community and other stakeholders are actively engaged and share responsibility for developing life-long learners. Mandate from DEPED The PMS Concept: Development Impact Strengthen Culture of Performance and Accountability in DepEd K to 12 School Based Management ACCESs Improved Access to Quality Basic Education Functional Literate Filipino With 21st century skills • FOCUS: Performance Measures at the Organizational, Divisional or Functional and Individual Levels • EMPHASIS: Establish strategic alignment of Organizational, Functional and Individual Goals 8 RPMS and Job Satisfaction • Clear Compass – When there is a clear vision and strategy, employees are more likely to understand the rationale behind decision and be able to link the broader organizational goals. • A Call to Engage – People want to be...
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...Class 7 Compensating Employees Fairly Three basic principles to make decisions concerning salary * Internal job consistency: compensation must reflect the of a job compared to other jobs wthin the organization, in terms of required qualifications, responsabilities, effort and working conditions * External salary competitiveness: salaries a company offers must be comparable to those offered by its competitors * Employee motivation and mobilization: compensation must be motivating in order to encourage performance and loyalty Manager’s Role: * To understand compensation principles * To possess adequate knowledge of the positions managed * To ensure equity, an important factor in compensation decisions Objectives of compensation * As a major HR tool, compensation aims: * To attract * To motivate * To retain employees Building a compensation Program Legal Context Canadian Charter of Rights and Freedoms Canadian Charter of Rights and Freedoms Pay Equity Act to correct salary differences caused by systemic discrimination Pay Equity Act to correct salary differences caused by systemic discrimination Labour standards act Labour standards act Labour standards act Labour standards act * Canadian Charter of Rights and Freedom Employee A<-> Equal salary for equal or equivalent work <-> employee B * Pay equity Act (for organizations with more...
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...INTRODCUTION - Training in laymen terms is imparting of knowledge , skills and competencies to a trainee. Training may be of various kinds it can be military training , relaxation training is given to people who are stressed , training of employees of companys - Health care sector also being a service oriented industry requires training of its employees and its employees are various health care professionals like doctors, and other allied health care professionals like pharmacists and physiotherapists after all they have to deal with life and a unprofessional work place just can’t do the job. TRAINING AND EDUCATION IN HEALTH CARE -Concentrating on health care industry as mentioned earlier the industry deals with life so the importance of training and education in health care cannot be underestimated The Medical Council of India (MCI) is a statutory body with the responsibility of establishing and maintaining high standards of medical education and recognition of medical qualifications in India. It registers doctors to practice in India, in order to protect and promote the health and safety of the public by ensuring proper standards in the practice of medicine. It is our mission to develop systems which shall continuously assess the needs, enhance the quality and standards of medical education and training in India. Our objective is to attract, foster talent, provide the best opportunities for career advancement and the spirit of excellence in medical profession...
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...The Faculty of Business and Economics THE UNIVERSITY OF MELBOURNE Assignment Cover Sheet Student Name: Yu Liu Student Number: 608338 Subject Number: MGMT90140 Subject Name: Management Competencies Lecture day/time (Monday/ Tuesday/Wednesday/ Thursday) : Wednesday Assignment number: Final profile Word Count: 2680 IMPORTANT: Make and keep a copy of all assignments before submitting them for assessment; Marked essays will be returned in seminars unless your lecturer makes other arrangements. Plagiarism Plagiarism is the act of representing as one's own original work the creative works of another, without appropriate acknowledgment of the author or source. Collusion Collusion is the presentation by a student of an assignment as his or her own which is in fact the result in whole or in part of unauthorised collaboration with another person or persons. Collusion involves the cooperation of two or more students in plagiarism or other forms of academic misconduct. Both collusion and plagiarism can occur in group work. For examples of plagiarism, collusion and academic misconduct in group work please see the University’s policy on Academic Honesty and Plagiarism: http://academichonesty.unimelb.edu.au Plagiarism and collusion constitute cheating. Disciplinary action will be taken against students who engage in plagiarism and collusion as outlined in University policy. Proven involvement in plagiarism or collusion may be recorded on my academic file in accordance with Statute 13...
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...Competencies for Senior Manager Roles Pradip N Khandwalla includes research articles that focus on the analysis and resolution of managerial and academic issues based on analytical and empirical or case research RESEARCH Executive Summary KEY WORDS Senior Managers Roles Managerial Competencies India This paper identifies competencies that may aid role effectiveness at senior managerial levels. It fills a research gap: while managerial roles and competencies have been studied fairly extensively, their relationships have not been demonstrated. The performance of senior level managers — and therefore of the organization — depends upon how well they play their varied roles. In this paper, the roles of senior managers have been categorized into nine strategic, nine operations-related, and nine leadership roles. Strategic roles relate to such matters of long-term and organization-wide import as policy formulation, setting of long-term objectives, articulation of a vision of excellence for the organization, contributing to the organization’s growth and diversification, procuring of strategic resources and intelligence, etc. Operations-related roles cover implementation of policies and changes, setting short-term targets, work allocation to staff, operating a control system, crisis management, etc. Leadership roles encompass inspiring subordinates, developing effective relationships, getting cooperation, emphasizing core values and norms, mentoring, fostering teamwork...
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...Print Form CAREER DEVELOPMENT COMPETENCIES ASSESSMENT Congratulations on taking a positive step toward your career development. Taking this assessment will help you get started on your journey toward a more fulfilling work life. PRINT THIS ASSESSMENT, ANSWER THE QUESTIONS, AND SCORE USING THE INSTRUCTIONS BELOW. GUIDANCE ON YOUR NEXT STEPS IS PROVIDED AT THE END. What allows some people to effectively manage their careers while others do so less successfully? Often, it is the mastery of several key competencies that allow people to be successful in developing their careers. As you read the following list of career management behaviors, assess your own level of competency in each area of our career development model using the following scale: Not True (1) Somewhat True (2) Very True (3) Self‐Assessment Competencies • • • • • • • Career Awareness Competencies • I know what makes work environments personally satisfying and productive to me and am able to create these environments _____ • • • • • • I understand the culture of my workplace _____ I am able to identify desired organizational values and goals _____ I understand industry changes and their impact on my career effectiveness _____ I have a sense of future options and opportunities for my career _____ I am effective at building relationships and support systems for my career growth _____ TOTAL CAREER AWARENESS COMPETENCY SCORE: __________ I know and value my personal strengths and abilities _____ ...
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...In this report, I will be discussing 3 competencies that I have personally developed on and/or still need to develop on. Through working at The Langham Melbourne over the past 5 months, the competencies that really stood out to me were: Self Sufficiency, Professional Networks, Industry and Business Knowledge, and Personal Organisation. The first competency was Self Sufficiency. When it came to taking responsibility for meeting my own learning and developmental needs, I would rated myself 3.5. I was afraid to speak up about what I wanted or needed to know more about. In seeking opportunities to learn new skills, it was a 2 because I did not do this from the start of my placement and only on. Continuing to set new challenging goals and meeting them rates a 4. Unknowingly, I may have set myself challenges but did not see it that way, thus, less pressure on myself and therefore being able to reach my goals with little worry. In future, I would take some time outside work to think about what I am doing wrong, so I can improve. I should not worry about not being able to find the opportunities and also take initiative...
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...of Publication: 1-09-2014 Academic Year: 2014 - 2015 Study load: 3 EC Master in Logistics Management Program Table of Contents 1 Educational content 3 1.1 Short outline module 3 1.2 This module contributes to the competency/cies: 3 1.3 Context / interconnection 3 1.3.1 Learning Tracks 3 1.3.2 Relation with other modules/subjects 3 1.4 Entry requirements 3 1.4.1 Starting Level 3 1.4.2 Conditions 3 1.5 Learning outcomes 3 1.6 Compliance 5 2 Assessment 9 2.1 The assignment 9 2.2 Product 11 2.3 Test criteria 11 2.4 Assessment procedure 12 2.4.1 Assessment Methods 12 2.4.2 Fraud & plagiarism 12 3 Working method and support 12 3.1 Module information 12 3.2 Practical information 12 3.3 Teaching method and coaching 13 3.4 Programming and Planning 14 3.5 Literature 16 3.6 Complaints 16 4 Appendices 17 MLM Block 3 19 Educational content Short outline module Leading and Managing Supply Chains is designed to provide students with in-depth knowledge and understanding of the skills, processes and techniques used to coordinate activities across the supply chain to support the achievement of a company’s supply chain goals. This module contributes to the competency/cies: Context / interconnection Learning Tracks Block 1 – Operational – Entry level Block 2 – Tactical – Junior Level Block 3 – Strategic – Management Level Relation with...
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...STAFF COMPETENCY FRAMEWORK July 2006 The Charles Darwin University Staff Competency Framework This booklet contains the Staff Competency Framework for Charles Darwin University. The Competency Framework outlines the range of knowledge, skills and attributes required of employees of the University for proficient workplace performance. Application of the framework occurs in the context of an individual’s role, and the recognition that different competencies, and different levels of competency, are necessary to perform a given set of activities. DEFINITION Competency is defined as the ability to perform tasks and duties to the standard expected in employment. A competency standard is an industry-determined specification of performance which sets out the skills, knowledge and attitudes required to operate effectively in employment. Standards are made up of units of competency, which are themselves made up of elements of competency, together with performance criteria, a range of variables, and an evidence guide1. A competency framework describes a set of competency standards for employees and makes the expected knowledge and capabilities of employees explicit for those within and outside of the University. This set of standards has been determined by the University through a process of consultation and benchmarking. Competency frameworks are used by organisations to: • • • • • • Focus workplace performance on the organisation’s vision and values Align workplace behaviours...
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...dream and the role you want to play in it” » Bennis and Goldsmith, Learning to Lead p. 132 www.mwe.com Overview What is leadership planning and why do it? 6 Step Planning Process – Individual Preparation, Goal setting, Action planning and beyond! Getting started – Exercises – Initial plan www.mwe.com What is Leadership Planning? www.mwe.com Why Develop a Leadership Plan? Benefits Challenges www.mwe.com Why develop a Leadership Plan? Written leadership plan is the vehicle through which you: – Articulate your vision – Define specific annual goals – Commit to specific action steps to be achieved within a set time period www.mwe.com Planning Process Step 1—Individual preparation/self-assessment Step 2—Articulate vision Step 3—Got Goals! Step 4—Action plan your way to success Step 5—Communicate your plan Step 6—Monitor progress www.mwe.com Step 1: Individual Preparation Identify Core Leadership Skills/Competencies Self-Assessment – Consider which skills to target for achievement over next year www.mwe.com Core Leadership Competencies Are there universal leadership characteristics? Authenticity is key: Be yourself: Walk the walk Good leaders have certain core cognitive, emotional and interpersonal competencies Sources: see bibliography...
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