Friends,
While I was busy collecting reading materials to develop a managerial competency model for my company, I came across an interesting presentation. I wanted to share it with you. If you have any related materials, PPTs, formats, or a list of managerial competencies, please share them in this thread.
Regards,
Shijit. **Location**: Kochi, India
From India, Kochi
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129While I was busy collecting reading materials to develop a managerial competency model for my company, I came across an interesting presentation. I wanted to share it with you. If you have any related materials, PPTs, formats, or a list of managerial competencies, please share them in this thread.
Regards,
Shijit. **Location**: Kochi, India
From India, Kochi
Acknowledge(0)Amend(0)
Developing a Managerial Competency Model
When creating a managerial competency model for your company, it's essential to consider various factors to ensure its effectiveness. Here are some practical steps to help you develop a robust competency model:
1. [Icon representing research]: Research Existing Models:
- Begin by researching existing managerial competency models to understand common competencies and best practices in the industry.
2. [Icon representing identify]: Identify Key Competencies:
- Identify the key competencies that are crucial for success in managerial roles within your organization. These may include leadership, communication, decision-making, problem-solving, and strategic thinking.
3. [Icon representing customize]: Customize for Your Company:
- Tailor the generic competencies to align with your company's values, culture, and strategic objectives. Consider what skills and behaviors are most important for driving success within your specific organizational context.
4. [Icon representing involve]: Involve Stakeholders:
- Engage key stakeholders, including managers, employees, and HR professionals, in the development process. Their input and insights can help ensure the competency model reflects the reality of your organization.
5. [Icon representing assess]: Assess Current Skills Gaps:
- Conduct a skills gap analysis to identify areas where current managers may be lacking in essential competencies. This analysis can guide targeted training and development initiatives.
6. [Icon representing communicate]: Communicate the Model:
- Once the competency model is developed, communicate it clearly to all employees. Provide training and resources to help managers understand and embody the identified competencies.
7. [Icon representing evaluate]: Evaluate and Refine:
- Regularly evaluate the effectiveness of the competency model through feedback, performance reviews, and other metrics. Use this information to refine and improve the model over time.
By following these steps and customizing the managerial competency model to suit your company's unique needs, you can establish a framework that enhances managerial performance and drives organizational success.
From India, Gurugram
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When creating a managerial competency model for your company, it's essential to consider various factors to ensure its effectiveness. Here are some practical steps to help you develop a robust competency model:
1. [Icon representing research]: Research Existing Models:
- Begin by researching existing managerial competency models to understand common competencies and best practices in the industry.
2. [Icon representing identify]: Identify Key Competencies:
- Identify the key competencies that are crucial for success in managerial roles within your organization. These may include leadership, communication, decision-making, problem-solving, and strategic thinking.
3. [Icon representing customize]: Customize for Your Company:
- Tailor the generic competencies to align with your company's values, culture, and strategic objectives. Consider what skills and behaviors are most important for driving success within your specific organizational context.
4. [Icon representing involve]: Involve Stakeholders:
- Engage key stakeholders, including managers, employees, and HR professionals, in the development process. Their input and insights can help ensure the competency model reflects the reality of your organization.
5. [Icon representing assess]: Assess Current Skills Gaps:
- Conduct a skills gap analysis to identify areas where current managers may be lacking in essential competencies. This analysis can guide targeted training and development initiatives.
6. [Icon representing communicate]: Communicate the Model:
- Once the competency model is developed, communicate it clearly to all employees. Provide training and resources to help managers understand and embody the identified competencies.
7. [Icon representing evaluate]: Evaluate and Refine:
- Regularly evaluate the effectiveness of the competency model through feedback, performance reviews, and other metrics. Use this information to refine and improve the model over time.
By following these steps and customizing the managerial competency model to suit your company's unique needs, you can establish a framework that enhances managerial performance and drives organizational success.
From India, Gurugram
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Competency mapping.ppt