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You'll also want to find out their aspirations, and set their short- and long-term objectives, for example, what an employee is expected to achieve in the next six months. These objectives not only prepare employees for their next position within a career plan, but they also translate enterprise objectives into individual performance and improvement goals and measures.

The reason you describe and assess measurable behavior is that much of it is amenable to change by outside intervention. You can affect certain competencies by recruiting them, others by practical or theoretical training. You can remove practical obstacles to competence by improving processes, resources or equipment. You can affect motivation by various types of incentive, whether monetary or opportunity based.

Assessment scores in Oracle Human Resources enable you to analyse visually which competencies a person (or group of people) possess, and which competencies are required by jobs or positions now, or in the near future. You can use the results of the Competence Gap processes to identify areas where you need to recruit or train employees, remove practical obstacles to competence by improving processes, resources or equipment. You can also affect motivation by various types of incentive, whether monetary- or opportunity-based.

See: Assessing and Appraising Employees

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