Skills  Performance Management

If you think of the selection of staff, of potential diagnosis, target agreement and feedback systems, promotion and career development talks – what would you say on the following questions?

Establishment

1. Are management and leadership taking place
– both in a good quality?
2. Is the entire management and leadership
process supported by good instruments?
3. Has the profile of requirements on your
executives and employees been established
systematically?
4. Is this profile of requirements the general
standard for all of your human resources
activities?
5. Who is involved in creating and developing
your management and leadership
instruments? The human resources
department – of course!
But also the users? How else do you secure
acceptance, identification, willing, sensible
application? The instrument in my hands or
me in the hands of the instrument? Who is
the "owner" of the instruments? The human
resources department or the interested,
demanding, satisfied user?
6. Who defines the demands on the
instruments? The human resources
(development) department?
The top management?
The users? (Who is that? Managers only?
Employees as well?)

Application

7. A nuisance? Ritual? Litany? ("Let's get it over
and done with.") Or that helpful as
a tool that no-one would ever think
about working with their bare hands?
8. Do instruments get the room they need to
fulfil their potential under the pressure of
every-day worklife? Or are they ticked off so
that the plan is fulfilled? When e.g. do target
agreements guide actions? The whole
business year long? Or four short weeks
before the talk?
9. Do you know to what extent and in which
process quality your instruments are used?
10. Are you sure that your instruments are the
most suitable ones to achieve your goals?
When did you last check and update your
instruments? Are they still shining? When
were they last polished?
11. What are the employees as "end-consumers"
saying about all these questions?
12. And: There is no good – except if you do it –
right. Are your users qualified? Do they
translate the instruments’ whole potential
into action because they want to and
because they are able to?