Performance evaluation: the first step in mapping
Posted: Sun Jan 19, 2025 10:52 am
Performance analysis is crucial for diagnosing skills and areas for development. It must be transparent, targeted and applied to all hierarchical levels.
Tips for an effective assessment:
Focus on essential everyday skills;
Adapt assessments to the profile of each team;
Repeat the process every six months to identify changes in performance.
Read also: Skills Map: Define a Career Plan for Your Team
On this topic, Professor Roberto Monastersky highlights:
“The evaluation methodology used is up to the company. I lebanon whatsapp data recommend evaluations that allow employees to be classified into quadrants, within a normal curve, as a way of assessing performance and potential. The 10% of employees who have high performance and potential, the 80% who are in the middle of the curve and the 10% who are at the bottom of the curve. There are several types of performance and potential evaluation, such as 360 degrees and Nine Box.”
Potential assessment: thinking about the future
How to assess employee potentialUnlike performance evaluation, potential analysis focuses on the future development of employees. It identifies leadership traits, teamwork and adaptability.
Why invest in potential assessment?
Assertive management of human capital;
Reduce turnover and costs with recruitment and hiring of new leaders;
Increased employee performance;
More assertive decision making;
Human capital best suited to the company's profile;
More effective management in process alignment;
Reduction of corporate expenses, especially with changes in staff;
Identification of the most appropriate behaviors and profiles for each role, which allows for improvements in future hiring.
Tip: Consider outside consultancies to ensure unbiased and detailed analysis.
Individual Development Plan (IDP)
After mapping talents, it's time to plan their development. The PDI outlines clear objectives for professional development, filling skills gaps.
Suggestion: Invest in Executive Education programs, such as MBAs and postgraduate courses, to accelerate the preparation of internal talent.
Learn in practice how to map talents in your company
Mapping talent requires strategic planning and the right tools. Saint Paul’s Executive MBA in Leadership and Management is a unique opportunity for professionals who want to develop strategic skills and improve their ability to lead teams and organizations in a constantly changing business environment.
With a practical and results-focused approach, the program combines the most modern concepts of leadership, management and innovation, using the flipped classroom methodology to maximize learning and application in day-to-day corporate life.
Tips for an effective assessment:
Focus on essential everyday skills;
Adapt assessments to the profile of each team;
Repeat the process every six months to identify changes in performance.
Read also: Skills Map: Define a Career Plan for Your Team
On this topic, Professor Roberto Monastersky highlights:
“The evaluation methodology used is up to the company. I lebanon whatsapp data recommend evaluations that allow employees to be classified into quadrants, within a normal curve, as a way of assessing performance and potential. The 10% of employees who have high performance and potential, the 80% who are in the middle of the curve and the 10% who are at the bottom of the curve. There are several types of performance and potential evaluation, such as 360 degrees and Nine Box.”
Potential assessment: thinking about the future
How to assess employee potentialUnlike performance evaluation, potential analysis focuses on the future development of employees. It identifies leadership traits, teamwork and adaptability.
Why invest in potential assessment?
Assertive management of human capital;
Reduce turnover and costs with recruitment and hiring of new leaders;
Increased employee performance;
More assertive decision making;
Human capital best suited to the company's profile;
More effective management in process alignment;
Reduction of corporate expenses, especially with changes in staff;
Identification of the most appropriate behaviors and profiles for each role, which allows for improvements in future hiring.
Tip: Consider outside consultancies to ensure unbiased and detailed analysis.
Individual Development Plan (IDP)
After mapping talents, it's time to plan their development. The PDI outlines clear objectives for professional development, filling skills gaps.
Suggestion: Invest in Executive Education programs, such as MBAs and postgraduate courses, to accelerate the preparation of internal talent.
Learn in practice how to map talents in your company
Mapping talent requires strategic planning and the right tools. Saint Paul’s Executive MBA in Leadership and Management is a unique opportunity for professionals who want to develop strategic skills and improve their ability to lead teams and organizations in a constantly changing business environment.
With a practical and results-focused approach, the program combines the most modern concepts of leadership, management and innovation, using the flipped classroom methodology to maximize learning and application in day-to-day corporate life.