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The role of Competency in Mid-year Review

Mid Year Review is of charting a developmental plan to go ahead and achieve what needs to be achieved. It’s not a performance rating or pay review appraisal.

Mid-year reviews help employers to recognize which employees should be provided assistance for development. It also helps them re- calibrate the learning goals of the rest of the employees who have fallen behind the line.

Job match competencies play a huge role in mid-year reviews. It leaves behind in effectiveness all performance reviews from traditional practises. As an HR executive you move from an evaluation approach that was based on gut feelings to a training and development calendar that is more objective, more transparent and based on employee development.

 

Why use Competency in Mid-year Review?

High-potential employees are not satisfied with average targets. They are typically ambitious, high performing, and dynamic. Be prepared to lose them to the competition if do not motivate them to take leadership challenges. So you should understand the behavioural factors which motivate them most.

Another concern for an organization is to speed-up momentum for growth. For that as an HR Manager you need to ensure two things. Your managers are capable of boosting up team game up to the optimal point. Second, their teams respect, trust and obey their superiors.

What do your employees think about the workplace behaviours of their colleagues? Is it hampering their performance? Is the team cohesion is in question?

You need a multi-rater feedback to know these all. And to remove judgments based on personal bias you need Competency in Mid-year Review.

 

How to use Competency in Mid-year Review?

In typical mid-year review the HR Managers puts survey questions like these:

  • How would you mark your performance in a scale of 1-5?
  • How are you feeling about the year so far?
  • What lessons have you learned?
  • What new relationships have you fostered?
  • What new skills have you developed?
  • Where are you stuck?
  • Which habits would you like to change?
  • If you were in my shoes, what would you be doing differently?

Now this is a performance review! Not a mid-year review. Mid-year review is a job specific competency development review. Focus on the development part of employees.

You can take feedback in a different way, by refraining to assess their performance half-way. Be focus on development factors.
Use a multi-rater feed back which is helps in prioritizing and developing job specific competencies.

If you like to access three Mid Year Assessments (360 People Developer) free, you will understand importance of Competency in conducting Mid Year Reviews.

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