At the Canadian Imperial Bank of Commerce (CIBC) job objectives were established by both the manager and the employee and performance was measured using an annual scorecard. The bank established a library of skills materials and competency models were then applied as a template for employees to measure what their skill levels could be. Employees used self-assessment to measure job skills and when a skills lack was identified by the employee a meeting would be set up between manager and employee ...

BPIR Categories

9.4.9 Assess individual/team training needs
9.4.1 Align employee & organisation development needs
15.4.2 Employee development & training

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