Measure each persons’ strength and weakness against these competencies to understand the "how" and "why" they do things. Feedback the results and get agreement on development needs. Don’t forget strengths – where can these be used in other parts of the organisation? Draw up a development plan. Make this plan time specific, then revisit at the agreed time. Re-measure agreed weak competencies to evaluate any intervention that were put in place – go back and start from 3. There are many tools that can help your set your initial benchmark, feel free to contact the writer for suggestions. In closing, make zero tolerance for poor performance your new catch cry. Things won't happen overnight, but come 09 you'll be amazed at the change in your organisation. Page 2 of 2 :: First | Last :: Prev | 1 2 | Next

Rob McKay MA(Hons) is an Industrial/Organisational Psychologist and Joint Managing Director of AssessSystems Aust/NZ Ltd. He specialises in assessment for employee selection, development and performance management. Rob has over 30 years of practical hands on business experience as owner operator of many commercial radio station. After selling out in 93 he did 5 years of fultime study in Organisational Psychology. He formed AssessSystems in 2000 Article Source: http://www.ArticleBiz.com

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