2. WHAT TO MEASURE? PA assesses 2 factors:  Performance on job  Sufficiency of skills

3. PROBLEMS WITH PERFORMANCE MEASUREMENT  No Professional Development Plan (PDP)  PDP changed but not updated  PDP not mutually agreed  PDP is not very motivated  PDP not measurable  No measurement system  There are types of job not measurable  Effort consuming for managers

4. HOW TO MEASURE – GOAL SETTING

5. HOW TO MEASURE – SELECTING THE RIGHT TYPE OF MEASUREMENT Behavioral and/or Output measurement Ability to measure output Knowledge of the transformation process Output measurement Behavioral measurement Personnel measurement ImperfectPerfect High Low

6. HOW TO MEASURE – OTHER ELEMENTS OF MEASUREMENT SYSTEM  Competence framework/skill matrix/level qualification  Measurement scale  KPIs  Question banks

7. HOW TO MEASURE – HR ASSISTANCE HR assists in ensuring:  PDP is mutually agreed  PDP is periodically reviewed  PDP is updated when changed  Maintaining infrastructure of measurement  Maintain historical PDP data of all employees to ensure continuous improvement  Best practices and lessons shared across the corporate

8. PERFORMANCE IMPROVEMENT Improvement of performance is an inevitable outcome of good performance measurement.