Turn Job Descriptions into Performance Profiles

Replace job descriptions and review PDR processes with Perfomance profiles.

Job descriptions attract individuals who want to accomplish tasks. Performance profiles attract individuals who are motivated to accomplish goals. Performance profiles set proper expectations for performance outcomes and for example, transfer focus from job need to community need, from tasks to achievable results, defines required proven proficiences and focuses on quality of performance not quantity of assignments / structure / budget size 


Why the contribution is important

+ outcomes : more efficient (and meaningful) continuous PDR process, retention of motivated staff, staff skills and experience utilised more effectively, target resourcing to community need, reduce HR bureaucracy.

by StatusQuo on April 21, 2017 at 12:19PM

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