When designing a competency framework, this should be kept in mind that only measurable components are to be considered. It’s critical to keep the quantity and complexity of competencies under control, with no more than 12 for any given role (ideally fewer), and clustering them to make the framework more user-friendly. Definitions and examples of […]
Performance management has long been regarded as a complicated matter, and it is even more so in this age of hybrid working. Keeping track of employees’ performance when they are working remotely and not in the office can be a challenge. As a result, traditional, one-size-fits-all productivity indicators may no longer be useful in today’s […]