The questions that come to mind are: do we have a comprehensive idea of all our processes, what percentage of staff is deployed for facilitating functions, can better systems and reengineering of processes release and free valuable talent to explore their potential in functional areas?
What are the competency gaps that need to be filled through capacity building and what gaps need to be filled with new recruits or lateral intake or contractual appointments? How do we gauge performance? Are we distinguishing between potential and performance? What forces come between potential and performance and is the institution addressing these? What is the reward mechanism which we have in place?