Dear All, Kindly go through the attached filr of competency mapping and tell me whether I am on right path or I need to add more fields to it. Please help so that i can perform better.
From India, Mumbai
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1From India, Mumbai
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Hi Purnima,
I have reviewed your Excel sheet. Please make amendments in the last two columns. First, identify the skills required for a particular designation, and then note down any remarks regarding the skills the employee possesses.
Based on the skill requirements, determine the training needs.
For any further inquiries, please contact me at consultant@greendot.co.in.
Regards,
Prem Naik
From India, Surat
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I have reviewed your Excel sheet. Please make amendments in the last two columns. First, identify the skills required for a particular designation, and then note down any remarks regarding the skills the employee possesses.
Based on the skill requirements, determine the training needs.
For any further inquiries, please contact me at consultant@greendot.co.in.
Regards,
Prem Naik
From India, Surat
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Dear Purnima,
I viewed the sheet you prepared and have the following questions:
1. Are you designing this for a particular team, or is it an organization-wide exercise?
2. What time frame have you considered for this exercise?
3. What end result do you want to arrive at?
4. Are you directing this exercise to an individual or trying to find the web and connect the individual to the job delivered?
I have the following suggestions:
A. Divide Teams: In case the teams are defined in your organization in terms of the project/nature of work or Business Unit, take a relook at them and define them in terms of criticality handled.
B. Define Roles: The roles are predefined in terms of the end result delivered. Differentiate that particular task which would be delivered only in that role. Categorize the tasks to be delivered in terms of simple and complex. Define the criticality of the mistakes. Would a mistake done by a team member reach the client? What would be the cost of mistakes? How much time would it take to train an individual to perform in the role?
C. Define Competency Levels: Define the threshold and differential competency required to deliver the job.
D. Finally, link the individual to the role with respect to the team. Once you have defined the roles and competencies, map where an individual stands with respect to what they have and what is required.
For example, two engineers may work in the same team with the same role as a Software professional, i.e., Web Designer. Now, there may not be a visible difference. But as per the job description, one works on Images (Graphics) expert and the other works on coding the website, applications addition, designing, etc. This requires the web designer to work online, which means one mistake made would directly reach the client. Whereas the Graphic designer may work offline, which would have a quality check before being sent to the next team to upload the image, hence having a lesser impact of the mistake. Furthermore, it implies that both the Software professionals may have the same NIIT certification, but the Graphic designer may require using the Adobe skill set whereas the Web Designer may use ASP.Net.
You can further use your study to identify the skill gap in the team. You may find a few teams balanced with knowledge whereas a few may have skewed skill sets. This would help you plan your training programs and Knowledge transfer within teams.
Wish you all the best. Please do write back; I look forward to your questions.
Regards,
(Cite Contribution)
From India, Mumbai
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I viewed the sheet you prepared and have the following questions:
1. Are you designing this for a particular team, or is it an organization-wide exercise?
2. What time frame have you considered for this exercise?
3. What end result do you want to arrive at?
4. Are you directing this exercise to an individual or trying to find the web and connect the individual to the job delivered?
I have the following suggestions:
A. Divide Teams: In case the teams are defined in your organization in terms of the project/nature of work or Business Unit, take a relook at them and define them in terms of criticality handled.
B. Define Roles: The roles are predefined in terms of the end result delivered. Differentiate that particular task which would be delivered only in that role. Categorize the tasks to be delivered in terms of simple and complex. Define the criticality of the mistakes. Would a mistake done by a team member reach the client? What would be the cost of mistakes? How much time would it take to train an individual to perform in the role?
C. Define Competency Levels: Define the threshold and differential competency required to deliver the job.
D. Finally, link the individual to the role with respect to the team. Once you have defined the roles and competencies, map where an individual stands with respect to what they have and what is required.
For example, two engineers may work in the same team with the same role as a Software professional, i.e., Web Designer. Now, there may not be a visible difference. But as per the job description, one works on Images (Graphics) expert and the other works on coding the website, applications addition, designing, etc. This requires the web designer to work online, which means one mistake made would directly reach the client. Whereas the Graphic designer may work offline, which would have a quality check before being sent to the next team to upload the image, hence having a lesser impact of the mistake. Furthermore, it implies that both the Software professionals may have the same NIIT certification, but the Graphic designer may require using the Adobe skill set whereas the Web Designer may use ASP.Net.
You can further use your study to identify the skill gap in the team. You may find a few teams balanced with knowledge whereas a few may have skewed skill sets. This would help you plan your training programs and Knowledge transfer within teams.
Wish you all the best. Please do write back; I look forward to your questions.
Regards,
(Cite Contribution)
From India, Mumbai
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Dear Ms. (Cite Contribution),
This exercise is for all the employees of the organization. The time frame has not been decided. I was given this format by my senior which I need to fill and send back to him. However, for this process, no competencies and skills have been identified for the employees. That's why I am finding it a bit difficult to complete this task. That's why I have a separate format for competency mapping, which I am attaching with this post. Kindly go through it.
The end result required is the competencies and skills of every employee, based on which appraisals would be done.
Now, I want feedback on this because I have been working on this for the last 10 days, but I realize that the end result from this format would not be helpful for any decision-making. If you can provide me with your email ID, I can explain my situation in detail.
Thank you.
Best regards,
[Your Name]
From India, Mumbai
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This exercise is for all the employees of the organization. The time frame has not been decided. I was given this format by my senior which I need to fill and send back to him. However, for this process, no competencies and skills have been identified for the employees. That's why I am finding it a bit difficult to complete this task. That's why I have a separate format for competency mapping, which I am attaching with this post. Kindly go through it.
The end result required is the competencies and skills of every employee, based on which appraisals would be done.
Now, I want feedback on this because I have been working on this for the last 10 days, but I realize that the end result from this format would not be helpful for any decision-making. If you can provide me with your email ID, I can explain my situation in detail.
Thank you.
Best regards,
[Your Name]
From India, Mumbai
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Hi Purnima,
I think firstly, it was a good start. You can also start with a small preliminary round of tests, which will help you show which individual wants what kind of training. I think this should help you as well. Do let me know if it works.
Regards,
Steffi
From India, Pune
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I think firstly, it was a good start. You can also start with a small preliminary round of tests, which will help you show which individual wants what kind of training. I think this should help you as well. Do let me know if it works.
Regards,
Steffi
From India, Pune
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