Evaluation of competency dimensions for employee performance assessment: evidence from micro, small, and medium enterprises

Manjeet Kharub, Sourav Mondal, Saumya Singh, Himanshu Gupta
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Abstract

Purpose

In recent years, there has been a growing emphasis on competency-based systems as a means of assessing employee performance. These systems assess the degree to which the competencies of employees align with the requirements of their employment positions. This study aims to identify, prioritize, and make contextual interrelationships of the competency dimensions that are relevant for evaluating employees in the context of Indian manufacturing MSMEs.

Design/methodology/approach

These dimensions were identified through an extensive literature review and interviews with industry experts. Further, a mixed-methods approach, including the “Bayesian Best-Worst Method” (BBWM), is applied for prioritizing important dimensions, whereas for making mutual relationships, the “Interpretive Structural Modeling” (ISM) method is utilized. “Matrice d'impacts croisés multiplication appliquée á un classment” (MICMAC) is also known as “cross-impact matrix multiplication applied to classification” is used for clustering competency dimensions based on their “driving power” and “dependence power”.

Findings

The findings reveal that among the primary dimensions, “creative performance,” and among the sub-dimensions, “innovative behaviors,” are the most critical competency dimensions for an employee assessment. The study also found that “smart working”, “factual and theoretical knowledge”, “empathy at work”, “understanding of specific knowledge”, and “engagement ideas and activities” are the main dimensions driving employees' competency.

Originality/value

This paper provides contribution to the competence literature by identifying and evaluating competency dimensions for assessing employees' performance within manufacturing MSMEs in an emerging economy such as India. The study also assesses the rank and contextual relationship between the identified dimensions as no past research focused on the same by using BBWM and ISM in the Indian manufacturing MSMEs context.

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评估员工绩效的能力维度:来自微型、小型和中型企业的证据
目的 近年来,人们越来越重视以能力为基础的系统,将其作为评估员工绩效的一种手段。这些系统评估的是员工的能力与其工作岗位要求的吻合程度。本研究旨在确定印度制造业中小微企业中与评估员工相关的胜任能力维度,并对其进行优先排序和建立上下文相互关系。此外,还采用了包括 "贝叶斯最佳-最差法"(BBWM)在内的混合方法来确定重要维度的优先次序,并利用 "解释性结构建模"(ISM)方法来建立相互关系。"研究结果研究结果表明,在主要维度中,"创造性表现 "和子维度中的 "创新行为 "是员工评估中最关键的能力维度。研究还发现,"聪明的工作"、"事实和理论知识"、"工作中的同理心"、"对特定知识的理解 "以及 "参与想法和活动 "是驱动员工胜任力的主要维度。 原创性/价值本文通过识别和评估印度等新兴经济体制造业中小微企业中员工绩效评估的胜任力维度,为胜任力文献做出了贡献。本研究还评估了所确定的维度之间的等级和背景关系,因为过去的研究从未在印度制造业中小微企业的背景下使用 BBWM 和 ISM 进行过同样的研究。
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来源期刊
CiteScore
7.90
自引率
9.70%
发文量
87
期刊介绍: ■Organisational design and methods ■Performance management ■Performance measurement tools and techniques ■Process analysis, engineering and re-engineering ■Quality and business excellence management Articles can address these topics theoretically or empirically through either a descriptive or critical approach. The co-Editors support articles that significantly bring new knowledge to the area both for academics and practitioners. The material for publication in IJPPM should be written in a manner which makes it accessible to its entire wide-ranging readership. Submissions of highly technical or mathematically-oriented papers are discouraged.
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