| cbars
offers an affordable, highly
effective and efficient
organisational development
solution. |
| |
| |
- most advanced hr
electronic platform
available
internationally.
- elite job competency
model developed to
address the very
specific needs of
multi-cultural business
environments in a global
context.
- straightforward and
accessible to all
employees.
- data population:
complete setup.
- constant development
to keep abreast of
latest best practice
human resource
management.
- dynamic interaction
and buy-in approach.
|
| this
state of the art suite of hr
management tools
encompasses, among other,
the following modules... |
| job
competency profile - |
|
-
competency assessment |
| performance
review, up to 360° - |
-
recruitment |
| strategic
learning contract - |
-
training manager |
| employment
equity - |
-
individual target setting |
| employee/strategy
alignment - |
-
career and staff planning |
| workplace
skills plan reports - |
-
electronic tests |
| policies
& procedures - |
-
compliance module |
What
is 
?
is a complete Competency based Human
Resource solution which consist out
of the following components:
- Job
Profiling
- 360
degree review system
- Recruitment
system
- Manual
Assessment
- Individual
Development Plan
- Performance
Management
- Electronic
Testing
The
system is based on practical
experience as well as research on 51
employment discrimination cases. A
performance evaluation system has a
better chance of standing up in
court if it satisfies these eight
criteria: (Adapted from Kreitner and
Kinicki (1995) Organizational
Behavior, p403 as well as practical
experience in the implementation of
such systems)
- A
job profile is used to develop
the assessment and performance
evaluation system. A job profile
is a set of competencies each
uniquely weighted in accordance
with level of performance needed
for the specific position.
- Clear
performance standards are
developed and made available to
all participants in the process.
- Raters
are trained to properly use the
rating system.
- Formal
appeal mechanisms are in place
and the ratings are reviewed for
consistency.
- All
stakeholders must make a well
informed decision to take part
in the process.
- Special
provision should be made for
illiterate members of staff.
- Performance
Evaluation and skills assessment
may never be a punitive system
but should lead to development
on all levels.
- Managers
should be trained in giving
performance evaluation and
assessment feedback to employees
as well as in the development of
individual development
contracts.
For enquiries or a preview
of the Software, contact us today. |
