Hi,
I am doing an HR project titled "Competency Mapping of Employees" in a project-based company. The company is involved in nuclear power generation, automotive, and parts manufacturing. Please tell me how to create a competency map as the company does not have one, and also explain the process of mapping the competencies of employees.
Regards,
Poornima
From India, Delhi
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I am doing an HR project titled "Competency Mapping of Employees" in a project-based company. The company is involved in nuclear power generation, automotive, and parts manufacturing. Please tell me how to create a competency map as the company does not have one, and also explain the process of mapping the competencies of employees.
Regards,
Poornima
From India, Delhi
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Hi, Poornima,
First, you have to prepare job descriptions and job specifications for different positions you want to map in coordination with the HR manager and respective departmental heads. They will inform you about the proficiencies of various competencies actually required for the positions.
Afterward, you need to assess the proficiencies present in the employees currently in those positions. If any gaps are identified, then training should be provided.
I am sending you a file that will be very helpful.
From India, Mumbai
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First, you have to prepare job descriptions and job specifications for different positions you want to map in coordination with the HR manager and respective departmental heads. They will inform you about the proficiencies of various competencies actually required for the positions.
Afterward, you need to assess the proficiencies present in the employees currently in those positions. If any gaps are identified, then training should be provided.
I am sending you a file that will be very helpful.
From India, Mumbai
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Hi Poornima,
To begin with, you need to realize that Competency modeling and mapping is a labor-intensive, time-consuming process. If not dealt with the required seriousness, the entire program is doomed to fail. I do not, in any way, mean to discourage you... just wanted you to realize that it entails a lot of hard work.
Out of the documents Govind has uploaded, there are a few that are extremely helpful in understanding the process. However, make sure that when you draw out the competencies for your organization, you align them with the vision and strategy of the organization. It might be tempting to use generic competencies, but that will not work in the long run.
-Mugdha
From India
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To begin with, you need to realize that Competency modeling and mapping is a labor-intensive, time-consuming process. If not dealt with the required seriousness, the entire program is doomed to fail. I do not, in any way, mean to discourage you... just wanted you to realize that it entails a lot of hard work.
Out of the documents Govind has uploaded, there are a few that are extremely helpful in understanding the process. However, make sure that when you draw out the competencies for your organization, you align them with the vision and strategy of the organization. It might be tempting to use generic competencies, but that will not work in the long run.
-Mugdha
From India
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Hi Mugdha,
Thank you very much for your sincere advice. I know that competency mapping is time-consuming, and that is the reason why I want to understand how exactly the process is carried out and how effectively it can be done within limited time. The document provided by Govind is truly very helpful, and I have taken it seriously.
Thanks and regards,
Poornima
From India, Delhi
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Thank you very much for your sincere advice. I know that competency mapping is time-consuming, and that is the reason why I want to understand how exactly the process is carried out and how effectively it can be done within limited time. The document provided by Govind is truly very helpful, and I have taken it seriously.
Thanks and regards,
Poornima
From India, Delhi
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Dear Poornima please find here with Competency Mapping guide
From India, Pune
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From India, Pune
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Hi Poornima,
I have attached a PPT on Competency Mapping that will help you understand the Competency Mapping Process. As you mentioned, you want to work on this project in the Power sector. First, you need to decide at which level you need to conduct the competency mapping. Is it for workers or for Executives and managerial profiles? Based on their job profiles, you need to define the key competencies required to efficiently perform the specific functions.
Generally, competencies can be categorized into two types: technical and soft skill competencies. For each competency, you need to define the required proficiency to effectively carry out the particular role.
I hope this information is useful for you. If you have any more queries, please feel free to reach out to me.
Regards, Surendra Varma Asst. Manager - HR Elitecore Technologies Ltd. www.elitecore.com
From India, Surat
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1I have attached a PPT on Competency Mapping that will help you understand the Competency Mapping Process. As you mentioned, you want to work on this project in the Power sector. First, you need to decide at which level you need to conduct the competency mapping. Is it for workers or for Executives and managerial profiles? Based on their job profiles, you need to define the key competencies required to efficiently perform the specific functions.
Generally, competencies can be categorized into two types: technical and soft skill competencies. For each competency, you need to define the required proficiency to effectively carry out the particular role.
I hope this information is useful for you. If you have any more queries, please feel free to reach out to me.
Regards, Surendra Varma Asst. Manager - HR Elitecore Technologies Ltd. www.elitecore.com
From India, Surat
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Dear Surendravarma,
The slides are very useful as they provide various theories necessary to shed light on what "mapping" is all about. You managed to show the link to Proficiency Level in the Competency Mapping Sheet. I would suggest giving examples of work behaviors for each proficiency level from 0 to 10. Let's say, Communication. What do you mean by Proficiency at Level 1, Level 2, and so on.
:icon1: I must say THANK YOU for sharing!
From Malaysia, Puchong
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The slides are very useful as they provide various theories necessary to shed light on what "mapping" is all about. You managed to show the link to Proficiency Level in the Competency Mapping Sheet. I would suggest giving examples of work behaviors for each proficiency level from 0 to 10. Let's say, Communication. What do you mean by Proficiency at Level 1, Level 2, and so on.
:icon1: I must say THANK YOU for sharing!
From Malaysia, Puchong
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Hi , can any one send me questionnaire on how to measure competency required for executive level in banking industry
From India, Nagpur
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From India, Nagpur
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Hello Serfaraz,
The PDF of competency mapping attached by you is really good. Thank you for sharing.
Thanks and regards,
Anshul
From India, Indore
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The PDF of competency mapping attached by you is really good. Thank you for sharing.
Thanks and regards,
Anshul
From India, Indore
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Hi there! I'm a summer trainee at Mahindra right now and working on skill mapping for the workers there. Everyone here is talking about the competency mapping for officers. Can anyone tell me where this skill mapping program is being run for the workers in the organization? Is there any other organization where this type of program is being run, especially for the workers?
Thanks.
From India, Thana
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Thanks.
From India, Thana
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You may visit for our workshop or have one to one tuition on the subject.
Details are here:
==
SALAHKAARCONSULTANTS
INVITES YOU TO
17th REPEAT
Two Days Workshops at Pune & Mumbai
on
"TALENT MANAGEMENT THROUGH COMPETENCY MAPPING
TO ACHIEVE ORGANIZATIONAL EXCELLENCE IN THE RECESSONARY WORLD
OBJECTIVES
The actual building of a Competency Models and then its implementation in an organization, however, has always remained a challenge owing to the fact that the exercise requires not only time and resources but also competent facilitators. Moreover, the approach of developing competency model and its effective implementation differs with organizations. Many organizations have relied on the services of consultants to accomplish this. Therefore, there is a need for Human Resources and other professionals to understand the distinct approach and the detailed methodologies involved in building Competency Model, Competency Mapping and its Measurement tools which can most suitably be used during the process so that they effectively integrate and implement the contemporary HR practices in their organizations.
That means, this workshop is aimed at making participants
· Understand the fundamentals of competency mapping and talent management and manage talent through competency mapping.
· Experience the process of competency mapping and profiling and apply them in their organization
· Learn the art of customization and institutionalization of Competencies in an organizational context
· Develop awareness about the implementation pre-requisites and strategies for talent management by competencies identification
· Understand integration of competency profiling to other HR applications
· Become a Subject Matter Expert and Internal Champion for Competency initiatives
CONTENT
· Are competency mapping and assessment necessary to manage talent?
· Introduction to the concept of Competency. Are competencies necessary? why of promoting competency mapping.
· Competency Model development:
o Determining the Objectives, Scope and the structure of the Model
o Approaches towards building Competency Model
o Creating Action Plan
· Building Competency Dictionary
o Formats of competency Dictionary, Definition & Indicators for each competency
· Competency Mapping Exercise:
· Selecting methodology for competency Assessment
· Applying various Measurement Tools
§ In-Basket Exercise
§ Leaderless Group discussion
§ Psychometric tools like EQit (An Indian test of Emotional Intelligence-validated on Indian managers),
§ BEI,etc
· Report Writing and Feedback Facilitation - Application of Competency Profiling
· Assessing Individual Competencies with reference to required competencies on a role (Gaps Analysis)
· A case from A Manufacturing, Company- demonstration, discussion and analysis to understand the methods of mapping
· Integration with HR Systems - Recruitment & Selection, Performance Management, Training & Development, Career Planning, Deployment, talent management, etc .
· Take home lessons
· Feedback, Good-by
METHODOLOGIES
Method for conducting the program will be a mixed package of interactive sessions employing a combination of discussion and presentations, psychometric inventories, group exercises, in-basket exercises, 3 case studies, business games, Behaviour Event Interviews,(BET) ,question & answers sessions, etc.
BENEFITS TO INDIVIDUALS/ORGANISATION
TO ORGANISATIONS
· Helps to translate the organizations vision and goals into expected employee behavior
· Helps implement more effective and legally defensible recruitment, selection and assessment methods
· Reduces recruitment cost
Properly implemented reduces absenteeism
· Reduces training cost
· Reduces turn over
· Improves performance and there by profitability
· Reinforce corporate strategy, culture, and vision
· Improve job satisfaction
· Provide common organization wide vision strategies
TO INDIVIDUAL MANAGERS
· Identify performance criteria to improve the accuracy and ease of the hiring and selection process.
· Provide more objective performance standards.
· Clarify standards of excellence for easier communication of performance expectations to direct reports.
· Provide a clear foundation for dialogue to occur between the manager and employee about performance, development, and career-related issues
TO INDIVIDUAL PARTICIPANTS
The participants will be able to
· Identify competencies for a particular role/job.
· generate behavioral indicators for these competencies
· Understand and integrate competencies identified with other HR systems and processes like selection, placement, promotion, training etc.
· understand various methodologies used for competency mapping
· develop competency models for own organizations
· validate competency lists and develop a competency dictionary
· create competency based HRM systems in their organizations
PROFESSIONAL INVESTMENT (PER PERSON, NON-RESIDENTIAL)
Base Price: INR (Rs). 15000/- only + service tax as applicable
Big Discount for Bulk Nominations: One firm sponsoring 2 Participation - Rs 300 per head, 3 Participation - Rs 600 per head, 4 Participation and more - Rs 1000 per head
The fee includes reading material, copies of exercises, all stationery, breakfast, tea and lunches on the program days.
The participants will have to organize their own stay arrangements.
PAYMENT CONDITIONS
Cheque / DD in the name of Salahkaar Consultants payable at Pune and mail it to
Salahkaar Consultants, 2nd floor, Siddhant Classic A, Plot No. 25, Next to Gulmohar Royale, Near Ganpati Chowk, Viman Nagar, Pune 411 014, India.
To understand terms of early bird discounts please call Bhavyata 09371110633 / 020 -40027772 or write back to us
Kind regards,
Salahkaar Consultants
Bhavyata Dixit | Deputy Manager | Human Resource Services
Salahkaar Consultants | Salahkaar Management Consulting & Training Co. Pvt. Ltd HR Consulting | Recruitment | Training | Testing | Distance Education
Phone: 9371110633, 020-40027772 / Telefax: 020 26632472
Website:Salahkaar Consultants
Address: 2nd Floor,Siddhant Classic, Next to Gulmohar Royale, Plot No-25, Above Jai Shri Ram Super Market and IQRA,Viman Nagar, Pune 411 014, India,
From India, Pune
Acknowledge(0)Amend(0)
Details are here:
==
SALAHKAARCONSULTANTS
INVITES YOU TO
17th REPEAT
Two Days Workshops at Pune & Mumbai
on
"TALENT MANAGEMENT THROUGH COMPETENCY MAPPING
TO ACHIEVE ORGANIZATIONAL EXCELLENCE IN THE RECESSONARY WORLD
OBJECTIVES
The actual building of a Competency Models and then its implementation in an organization, however, has always remained a challenge owing to the fact that the exercise requires not only time and resources but also competent facilitators. Moreover, the approach of developing competency model and its effective implementation differs with organizations. Many organizations have relied on the services of consultants to accomplish this. Therefore, there is a need for Human Resources and other professionals to understand the distinct approach and the detailed methodologies involved in building Competency Model, Competency Mapping and its Measurement tools which can most suitably be used during the process so that they effectively integrate and implement the contemporary HR practices in their organizations.
That means, this workshop is aimed at making participants
· Understand the fundamentals of competency mapping and talent management and manage talent through competency mapping.
· Experience the process of competency mapping and profiling and apply them in their organization
· Learn the art of customization and institutionalization of Competencies in an organizational context
· Develop awareness about the implementation pre-requisites and strategies for talent management by competencies identification
· Understand integration of competency profiling to other HR applications
· Become a Subject Matter Expert and Internal Champion for Competency initiatives
CONTENT
· Are competency mapping and assessment necessary to manage talent?
· Introduction to the concept of Competency. Are competencies necessary? why of promoting competency mapping.
· Competency Model development:
o Determining the Objectives, Scope and the structure of the Model
o Approaches towards building Competency Model
o Creating Action Plan
· Building Competency Dictionary
o Formats of competency Dictionary, Definition & Indicators for each competency
· Competency Mapping Exercise:
· Selecting methodology for competency Assessment
· Applying various Measurement Tools
§ In-Basket Exercise
§ Leaderless Group discussion
§ Psychometric tools like EQit (An Indian test of Emotional Intelligence-validated on Indian managers),
§ BEI,etc
· Report Writing and Feedback Facilitation - Application of Competency Profiling
· Assessing Individual Competencies with reference to required competencies on a role (Gaps Analysis)
· A case from A Manufacturing, Company- demonstration, discussion and analysis to understand the methods of mapping
· Integration with HR Systems - Recruitment & Selection, Performance Management, Training & Development, Career Planning, Deployment, talent management, etc .
· Take home lessons
· Feedback, Good-by
METHODOLOGIES
Method for conducting the program will be a mixed package of interactive sessions employing a combination of discussion and presentations, psychometric inventories, group exercises, in-basket exercises, 3 case studies, business games, Behaviour Event Interviews,(BET) ,question & answers sessions, etc.
BENEFITS TO INDIVIDUALS/ORGANISATION
TO ORGANISATIONS
· Helps to translate the organizations vision and goals into expected employee behavior
· Helps implement more effective and legally defensible recruitment, selection and assessment methods
· Reduces recruitment cost
Properly implemented reduces absenteeism
· Reduces training cost
· Reduces turn over
· Improves performance and there by profitability
· Reinforce corporate strategy, culture, and vision
· Improve job satisfaction
· Provide common organization wide vision strategies
TO INDIVIDUAL MANAGERS
· Identify performance criteria to improve the accuracy and ease of the hiring and selection process.
· Provide more objective performance standards.
· Clarify standards of excellence for easier communication of performance expectations to direct reports.
· Provide a clear foundation for dialogue to occur between the manager and employee about performance, development, and career-related issues
TO INDIVIDUAL PARTICIPANTS
The participants will be able to
· Identify competencies for a particular role/job.
· generate behavioral indicators for these competencies
· Understand and integrate competencies identified with other HR systems and processes like selection, placement, promotion, training etc.
· understand various methodologies used for competency mapping
· develop competency models for own organizations
· validate competency lists and develop a competency dictionary
· create competency based HRM systems in their organizations
PROFESSIONAL INVESTMENT (PER PERSON, NON-RESIDENTIAL)
Base Price: INR (Rs). 15000/- only + service tax as applicable
Big Discount for Bulk Nominations: One firm sponsoring 2 Participation - Rs 300 per head, 3 Participation - Rs 600 per head, 4 Participation and more - Rs 1000 per head
The fee includes reading material, copies of exercises, all stationery, breakfast, tea and lunches on the program days.
The participants will have to organize their own stay arrangements.
PAYMENT CONDITIONS
Cheque / DD in the name of Salahkaar Consultants payable at Pune and mail it to
Salahkaar Consultants, 2nd floor, Siddhant Classic A, Plot No. 25, Next to Gulmohar Royale, Near Ganpati Chowk, Viman Nagar, Pune 411 014, India.
To understand terms of early bird discounts please call Bhavyata 09371110633 / 020 -40027772 or write back to us
Kind regards,
Salahkaar Consultants
Bhavyata Dixit | Deputy Manager | Human Resource Services
Salahkaar Consultants | Salahkaar Management Consulting & Training Co. Pvt. Ltd HR Consulting | Recruitment | Training | Testing | Distance Education
Phone: 9371110633, 020-40027772 / Telefax: 020 26632472
Website:Salahkaar Consultants
Address: 2nd Floor,Siddhant Classic, Next to Gulmohar Royale, Plot No-25, Above Jai Shri Ram Super Market and IQRA,Viman Nagar, Pune 411 014, India,
From India, Pune
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hai this is sruthi i am doing my mba in pondicherry and i am currently doing my project in competency mapping in a leather based company can u hlp me out with ur materials and ideas for my project
From India, Pondicherry
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From India, Pondicherry
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I am Sruthi. I am doing an HR project titled "Competency Mapping of Employees" in a leather company.
Please tell me how to create a competency map as the company does not have one, and also please tell me the process of mapping the competencies of employees.
Regards,
Sruthi
From India, Pondicherry
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Please tell me how to create a competency map as the company does not have one, and also please tell me the process of mapping the competencies of employees.
Regards,
Sruthi
From India, Pondicherry
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Organizational Competency Mapping.pdf
Competency Mapping Process.doc
Competency mapping.ppt