Dear all, Attaching file on competency mapping process. If any queries do respond back Regards Dr. Kavita R Shanmughan OD Facilitator Centre for Excellence in Organization Pvt Ltd.
From India, Madras
Acknowledge(0)
Amend(0)
7From India, Madras
Acknowledge(0)Amend(0)
Hi Dr. Kavita,
Thank you for the information you shared. I have a question regarding competency mapping. When preparing the competency dictionary and indicators, should we base them on the superior performers within our organization or can we also consider the best performers from other organizations in the same field? I would appreciate it if you could clarify this issue.
Regards,
Sumir
From India, Madras
Acknowledge(0)Amend(0)
Thank you for the information you shared. I have a question regarding competency mapping. When preparing the competency dictionary and indicators, should we base them on the superior performers within our organization or can we also consider the best performers from other organizations in the same field? I would appreciate it if you could clarify this issue.
Regards,
Sumir
From India, Madras
Acknowledge(0)Amend(0)
It is better to have one's own organization as the standard as the requirements of the organization differ. When preparing a competency dictionary, you can very well describe the indicators in such a manner that it can be used for all organizations. For example:
Customer Sensitivity:
Level 1: You can have indicators relating to the understanding of the explicit needs of the customer.
Level 2: You can have indicators relating to the implicit needs of the customer.
Level 3: You can have indicators relating to the solutions in relation to the organization.
Level 4: You can have indicators relating to establishing the culture in the organization as well as proactive action from the employees' end.
Regards,
Dr. Kavita R. Shanmughan
From India, Madras
Acknowledge(0)Amend(0)
Customer Sensitivity:
Level 1: You can have indicators relating to the understanding of the explicit needs of the customer.
Level 2: You can have indicators relating to the implicit needs of the customer.
Level 3: You can have indicators relating to the solutions in relation to the organization.
Level 4: You can have indicators relating to establishing the culture in the organization as well as proactive action from the employees' end.
Regards,
Dr. Kavita R. Shanmughan
From India, Madras
Acknowledge(0)Amend(0)
Dear Kavita,
Please Don't mind. I have added few thoughts in the concept.
"If you don't keep score, you're only practicing." - Vince Lombardi
Competency profiling is business/company specific. Competency profiling cannot be bought ‘off the shelf ‘. Before undertaking competency profiling HR Professionals should pose certain objectives relating to the following issues:
It is imperative to know the levels of competency such as [color=red]practical competency [/color](An employee’s demonstrated ability to perform a set of tasks) Foundational competence (An employee’s demonstrated understanding of what and why he / she is doing) Reflexive competence (An employee’s ability to integrate actions with the understanding of the action so that he / she learns from those actions and adapts to the changes as and when they are required) and Applied competence (An employee’s demonstrated ability to perform a set of tasks with understanding and reflexivity)
Interestingly losey opens competency as a function of Intelligence, education, experience, ethics and interest. His equation is:
Competency = Intelligence + education + Experience + Ethics + Interest.
In order to integrate competencies with business process the following steps are to be taken.
First Step
Activities of any organisation have to result into economic value to the customer directly or indirectly. In the business world, organisations are interested only in the products and services required by the customers. Therefore organisations have to define their OUTCOMES.
Second Step
Then organisations have to define their business process to enable them to deliver outcomes to customer requirements in a brief time at an economical cost with out sacrificing quality.
Third Step
Then companies have to define the time, cost and quality standards of each task of the business process.
Fourth Step
Then define the competencies required for each task in terms of knowledge, skills and attitudes to complete the task within the quality standards defined.
Fifth Step
The crucial element of defining competencies is the one that relates to behavioural indicators for each competency. Behaviour indicators essentially talk about the evidence of competence or otherwise.
Arvind Singh
9213998535
From India, New Delhi
Acknowledge(0)Amend(0)
Please Don't mind. I have added few thoughts in the concept.
"If you don't keep score, you're only practicing." - Vince Lombardi
Competency profiling is business/company specific. Competency profiling cannot be bought ‘off the shelf ‘. Before undertaking competency profiling HR Professionals should pose certain objectives relating to the following issues:
- Have clear understanding of my company’s business environment vis-à-vis competencies required to survive in the fast changing business scenario.
Perceptions of the word competency (Definitions).
Perceptions of executives and employees on their own competencies?
Purpose of competency profiling.
Process of assessment of the competencies.
Validity of assessment process the +ve and -fe qualities of executives..
Logic for identifying and establishing the difference (criticality) in competence requirements for managers at different levels of work.
Methodology for developing / customizing competency profiling.
Integrate competencies with the HR systems in the organsiation.
Organizational change management approach to support the introduction of competencies.
Likely issues that may come up as resistance with executive associations and trade unions while introducing the competency profiling.
Link the competencies to the work product outcomes or tasks those employees must be able to perform to be successful in the job.
Competencies by definition reflect the knowledge, skills, abilities or other attributes employees require for effective or successful performance
It is imperative to know the levels of competency such as [color=red]practical competency [/color](An employee’s demonstrated ability to perform a set of tasks) Foundational competence (An employee’s demonstrated understanding of what and why he / she is doing) Reflexive competence (An employee’s ability to integrate actions with the understanding of the action so that he / she learns from those actions and adapts to the changes as and when they are required) and Applied competence (An employee’s demonstrated ability to perform a set of tasks with understanding and reflexivity)
Interestingly losey opens competency as a function of Intelligence, education, experience, ethics and interest. His equation is:
Competency = Intelligence + education + Experience + Ethics + Interest.
In order to integrate competencies with business process the following steps are to be taken.
First Step
Activities of any organisation have to result into economic value to the customer directly or indirectly. In the business world, organisations are interested only in the products and services required by the customers. Therefore organisations have to define their OUTCOMES.
Second Step
Then organisations have to define their business process to enable them to deliver outcomes to customer requirements in a brief time at an economical cost with out sacrificing quality.
Third Step
Then companies have to define the time, cost and quality standards of each task of the business process.
Fourth Step
Then define the competencies required for each task in terms of knowledge, skills and attitudes to complete the task within the quality standards defined.
Fifth Step
The crucial element of defining competencies is the one that relates to behavioural indicators for each competency. Behaviour indicators essentially talk about the evidence of competence or otherwise.
Arvind Singh
9213998535
From India, New Delhi
Acknowledge(0)Amend(0)
Dear Dr. Kavita/ Arvind,
I found both of your write-ups quite informative and interesting. Thanks a ton for the efforts put in.
@ Dr. Kavita,
You definitely showed us a corrective path to do the right competency mapping for the employees, but I would be happier if you or someone could send some questionnaire/format that might help us to carry on this activity live in our respective organizations. Can you please upload some format for Competency Mapping? Thanks in anticipation.
Regards,
Parul.
From India, Delhi
Acknowledge(0)Amend(0)
I found both of your write-ups quite informative and interesting. Thanks a ton for the efforts put in.
@ Dr. Kavita,
You definitely showed us a corrective path to do the right competency mapping for the employees, but I would be happier if you or someone could send some questionnaire/format that might help us to carry on this activity live in our respective organizations. Can you please upload some format for Competency Mapping? Thanks in anticipation.
Regards,
Parul.
From India, Delhi
Acknowledge(0)Amend(0)
Dear Arvind,
I appreciate your thoughts. I have not described the procedure in detail, which I felt when required by people I will share with them. Ours is a consulting firm, and personally, I have been involved in the CBM process for companies like Pepsi and Brakes India.
Thanks for the valuable views.
Regards,
Dr. Kavita R. Shanmughan
From India, Madras
Acknowledge(0)Amend(0)
I appreciate your thoughts. I have not described the procedure in detail, which I felt when required by people I will share with them. Ours is a consulting firm, and personally, I have been involved in the CBM process for companies like Pepsi and Brakes India.
Thanks for the valuable views.
Regards,
Dr. Kavita R. Shanmughan
From India, Madras
Acknowledge(0)Amend(0)
Hi Dr. Kavita, I would really appreciate if you can provide me details of the consultants working on CBM and based at Chennai city. Regards.
From India, Madras
Acknowledge(0)Amend(0)
From India, Madras
Acknowledge(0)Amend(0)
I am attaching a file on BEI. It has net browsed content.
We usually use BEI to understand the roles and functions, as well as during assessment centers to map the competency of an individual. BEI helps in understanding the individual potential that has been demonstrated by him/her. Emphasis is on understanding what the individual has actually demonstrated in the form of knowledge, skills, and attitudes.
Hope that addresses your queries.
Regards,
Dr. Kavita R. Shanmughan
From India, Madras
Acknowledge(0)Amend(0)
We usually use BEI to understand the roles and functions, as well as during assessment centers to map the competency of an individual. BEI helps in understanding the individual potential that has been demonstrated by him/her. Emphasis is on understanding what the individual has actually demonstrated in the form of knowledge, skills, and attitudes.
Hope that addresses your queries.
Regards,
Dr. Kavita R. Shanmughan
From India, Madras
Acknowledge(0)Amend(0)
Hi,
We ourselves are consultants providing services on CBM. We have conducted many CBM initiatives in India as well as abroad. Some of our clients for CBM include HPCL, Pepsico, Matrix Lab, Du Pont Fibres, Kobe Precision, and others. In India, we are currently working for Brakes India Foundry.
Our offices are located in Chennai, Hyderabad, Bangalore, and Haridwar in India. Additionally, we have offices abroad in Malaysia, Dubai, and Indonesia.
Our concern is the Centre for Excellence in Organization Pvt. Ltd.
From India, Madras
Acknowledge(0)Amend(0)
We ourselves are consultants providing services on CBM. We have conducted many CBM initiatives in India as well as abroad. Some of our clients for CBM include HPCL, Pepsico, Matrix Lab, Du Pont Fibres, Kobe Precision, and others. In India, we are currently working for Brakes India Foundry.
Our offices are located in Chennai, Hyderabad, Bangalore, and Haridwar in India. Additionally, we have offices abroad in Malaysia, Dubai, and Indonesia.
Our concern is the Centre for Excellence in Organization Pvt. Ltd.
From India, Madras
Acknowledge(0)Amend(0)
Dear Kavita,
It is so nice to know that you have done a lot of work in the field of competency mapping. I was also involved in redefining the competency model and conducting assessment centers in PepsiCo. Previously, it was developed by my previous organization and it needs to be reviewed and modified once every two years. I also handled the development of competency-based psychometric tools and assessments for all entry levels in the aforementioned organization. It was a really nice experience working with them.
From India, New Delhi
Acknowledge(0)Amend(0)
It is so nice to know that you have done a lot of work in the field of competency mapping. I was also involved in redefining the competency model and conducting assessment centers in PepsiCo. Previously, it was developed by my previous organization and it needs to be reviewed and modified once every two years. I also handled the development of competency-based psychometric tools and assessments for all entry levels in the aforementioned organization. It was a really nice experience working with them.
From India, New Delhi
Acknowledge(0)Amend(0)
Hi All !!! For the said purpose services of a professional company can be hired. Thomas International Management Systems is a world leader in the field.
From United+Arab+Emirates, Dubai
Acknowledge(0)Amend(0)
From United+Arab+Emirates, Dubai
Acknowledge(0)Amend(0)
Dear Dr. Kavita, Your information is value addition to my knowledge of competency mapping. WIth regards Raj Kamal Chauhan :D
From India, Ghaziabad
Acknowledge(0)Amend(0)
From India, Ghaziabad
Acknowledge(0)Amend(0)
Respected Madam,
I am a student and I have the following doubts:
Q1 Should I select one department or many departments of the corporate office?
Q2 Is a competency model the same as a competency technique?
Q3 How many points should the rating scale have?
Q4 Will I have to rate or will the Head of Department (HOD) do it?
Q5 On which parameters should the questionnaire be made by me?
Q6 What are some good books on competency mapping?
Q7 If a student is doing it, in how many days should the competency mapping of employees be completed?
Q8 What are good competency mapping techniques?
Wishing you a good day.
NIKHIL
From India, Delhi
Acknowledge(0)Amend(0)
I am a student and I have the following doubts:
Q1 Should I select one department or many departments of the corporate office?
Q2 Is a competency model the same as a competency technique?
Q3 How many points should the rating scale have?
Q4 Will I have to rate or will the Head of Department (HOD) do it?
Q5 On which parameters should the questionnaire be made by me?
Q6 What are some good books on competency mapping?
Q7 If a student is doing it, in how many days should the competency mapping of employees be completed?
Q8 What are good competency mapping techniques?
Wishing you a good day.
NIKHIL
From India, Delhi
Acknowledge(0)Amend(0)
Dear Kavita and Arvind,
Thank you for a very informative and interesting post about Competency mapping. Could you please shed more light on the practical implementation of this concept in an organization? Ours is a manufacturing organization, and we are looking to conduct Competency Mapping in one of the units.
Thanks,
Yogesh
Acknowledge(0)Amend(0)
Thank you for a very informative and interesting post about Competency mapping. Could you please shed more light on the practical implementation of this concept in an organization? Ours is a manufacturing organization, and we are looking to conduct Competency Mapping in one of the units.
Thanks,
Yogesh
Acknowledge(0)Amend(0)
Q1: Should I select one department or many departments of the corporate office?
Competency mapping is usually done based on levels, functions, and organization. It depends on your objective; you have to collect the information. When it comes to departments, all the departments which you want to study have to be incorporated as the functions will be different.
Q2: Is a competency model the same as a competency technique?
A competency model talks about how at each stage data can be collected for meaningful interpretation. To measure competency, we use different techniques/exercises to evaluate.
Q3: What should the rating scale be in terms of points?
It is usually 4 to 5 points, but again it depends on the interpretation and the unique characteristics you can give to each scale.
Q4: Will I have to rate, or will the HOD do it?
If you are using the assessment center method, then you should have a trained assessor rating the competency, and if using 360-degree feedback, then the HOD becomes a part to rate the competency. But check that no subjectivity is creeping in.
Q5: What parameters should the questionnaire be based on?
The questionnaire should be prepared for those parameters that can be measured objectively, as people may express their perceptions rather than actuals.
Q6: Which are good books on competency mapping?
"Competence at Work" by Spencer and Spencer.
Q7: In how many days should competency mapping of employees get over if a student is doing it?
It depends on your objectives.
Q8: What are good competency mapping techniques?
Tools/instruments used for mapping include:
1. In-basket exercise
2. Role Play
3. Case Analysis and Interpretation
4. Group Discussion
5. Group Simulation
6. Psychometric testing
Regards,
Dr. Kavita R. Shanmughan
From India, Madras
Acknowledge(0)Amend(0)
Competency mapping is usually done based on levels, functions, and organization. It depends on your objective; you have to collect the information. When it comes to departments, all the departments which you want to study have to be incorporated as the functions will be different.
Q2: Is a competency model the same as a competency technique?
A competency model talks about how at each stage data can be collected for meaningful interpretation. To measure competency, we use different techniques/exercises to evaluate.
Q3: What should the rating scale be in terms of points?
It is usually 4 to 5 points, but again it depends on the interpretation and the unique characteristics you can give to each scale.
Q4: Will I have to rate, or will the HOD do it?
If you are using the assessment center method, then you should have a trained assessor rating the competency, and if using 360-degree feedback, then the HOD becomes a part to rate the competency. But check that no subjectivity is creeping in.
Q5: What parameters should the questionnaire be based on?
The questionnaire should be prepared for those parameters that can be measured objectively, as people may express their perceptions rather than actuals.
Q6: Which are good books on competency mapping?
"Competence at Work" by Spencer and Spencer.
Q7: In how many days should competency mapping of employees get over if a student is doing it?
It depends on your objectives.
Q8: What are good competency mapping techniques?
Tools/instruments used for mapping include:
1. In-basket exercise
2. Role Play
3. Case Analysis and Interpretation
4. Group Discussion
5. Group Simulation
6. Psychometric testing
Regards,
Dr. Kavita R. Shanmughan
From India, Madras
Acknowledge(0)Amend(0)
Hi, Girish,
We are conducting a certified training program on CBM along with CII frequently across India. Presently, we will have our program from 12th July to 14th July in Haridwar.
Dr. Kavita R. Shanmughan Centre for Excellence in Organization
From India, Madras
Acknowledge(0)Amend(0)
We are conducting a certified training program on CBM along with CII frequently across India. Presently, we will have our program from 12th July to 14th July in Haridwar.
Dr. Kavita R. Shanmughan Centre for Excellence in Organization
From India, Madras
Acknowledge(0)Amend(0)
Hi Yogesh, we have done CBM mostly for manufacturing firms. You can attend our certification program as well as i am attaching our approach to CBM. Regards Dr. Kavita R. Shanmughan
From India, Madras
Acknowledge(0)Amend(0)
From India, Madras
Acknowledge(0)Amend(0)
Dear kavitha keep it up and continue with the good work and all the best with responses coming kks
From India, Madras
Acknowledge(0)Amend(0)
From India, Madras
Acknowledge(0)Amend(0)
Dear Dr. Kavita, Your information is value addition to my knowledge of competency mapping. WIth regards Raj Kamal Chauhan
From India, Ghaziabad
Acknowledge(0)Amend(0)
From India, Ghaziabad
Acknowledge(0)Amend(0)
Respected madam On what parameters research on topic' Analysis of gap in hiring' can done? NIKHIL
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
Hi Dr. Kavita,
Thanks for sharing such a comprehensive view of the Mapping Process. I would like to request you to illustrate every step with an example. This would surely help us in better understanding competency mapping.
Warm Regards,
Mayuri Ghosh
From India, Mumbai
Acknowledge(0)Amend(0)
Thanks for sharing such a comprehensive view of the Mapping Process. I would like to request you to illustrate every step with an example. This would surely help us in better understanding competency mapping.
Warm Regards,
Mayuri Ghosh
From India, Mumbai
Acknowledge(0)Amend(0)
Hi Nikhil,
Is a competency model not a list of competencies? No, in my opinion, a competency model helps an individual understand the process and the objective of competency mapping.
To understand the gap in hiring, my personal view is to conduct a structured interview after thoroughly understanding the job responsibilities as well as the required attitudes or traits.
I am currently working on the recruitment model and hope to share the knowledge with all of you soon.
Regards, Kavita
From India, Madras
Acknowledge(0)Amend(0)
Is a competency model not a list of competencies? No, in my opinion, a competency model helps an individual understand the process and the objective of competency mapping.
To understand the gap in hiring, my personal view is to conduct a structured interview after thoroughly understanding the job responsibilities as well as the required attitudes or traits.
I am currently working on the recruitment model and hope to share the knowledge with all of you soon.
Regards, Kavita
From India, Madras
Acknowledge(0)Amend(0)
Hi Dr. Kavita,
This is excellent and you will not believe, we had a discussion regarding the same topic, and I have been chosen for this exercise in my organization. The training is next week. And Bang! I happened to see this topic here...was enthralled....Thanks for sharing this with all of us.
-Deepa
From India
Acknowledge(0)Amend(0)
This is excellent and you will not believe, we had a discussion regarding the same topic, and I have been chosen for this exercise in my organization. The training is next week. And Bang! I happened to see this topic here...was enthralled....Thanks for sharing this with all of us.
-Deepa
From India
Acknowledge(0)Amend(0)
Hi everyone,
Thanks Dr. Kavita, Arvind, and all who have put their efforts to provide us with some very important information to understand the process of COMPETENCY MAPPING.
Well, I am SHIPRA CHAUBEY, working as an HR executive with a SONA group Company "Sona Somic Lemforder Components LTD." My organization is basically into the manufacturing of automobile parts, where we have a machine shop and Cold forging plant.
We have Officers at the following levels (LIST 1):
1) A.M
2) Sr Engineer
3) Section Engineer
4) Jr Engineer
5) Engineer
6) G.E.T.
Other than these, we have (LIST 2):
1) D.E.T.'s
2) ITI
3) Casuals
Seniors, not elaborating more, I have prepared a Self Performance Appraisal form duly for (LIST 1) attached, and two more forms I have made for the appraisal of the senior staff (LIST 1).
My boss wants me to prepare it for each department and the following people:
1) ITI
2) DET
3) GET
4) Engineer and above,
for the following Departments:
1) Engineering
2) Marketing
3) Quality
4) Materials
5) Production
6) Change management
7) Accounts
8) Projects
I know I have asked a lot, but can you please help me as I am not a technical person? What should be different at each level and in each department?
Waiting for a positive reply.
With due regards,
SHIPRA CHAUBEY
shipra.chaubey@sonagroup.com
shipra.chaubey@gmail.com
9911555661
www.sonagroup.com
From India, Gurgaon
Acknowledge(0)Amend(0)
Thanks Dr. Kavita, Arvind, and all who have put their efforts to provide us with some very important information to understand the process of COMPETENCY MAPPING.
Well, I am SHIPRA CHAUBEY, working as an HR executive with a SONA group Company "Sona Somic Lemforder Components LTD." My organization is basically into the manufacturing of automobile parts, where we have a machine shop and Cold forging plant.
We have Officers at the following levels (LIST 1):
1) A.M
2) Sr Engineer
3) Section Engineer
4) Jr Engineer
5) Engineer
6) G.E.T.
Other than these, we have (LIST 2):
1) D.E.T.'s
2) ITI
3) Casuals
Seniors, not elaborating more, I have prepared a Self Performance Appraisal form duly for (LIST 1) attached, and two more forms I have made for the appraisal of the senior staff (LIST 1).
My boss wants me to prepare it for each department and the following people:
1) ITI
2) DET
3) GET
4) Engineer and above,
for the following Departments:
1) Engineering
2) Marketing
3) Quality
4) Materials
5) Production
6) Change management
7) Accounts
8) Projects
I know I have asked a lot, but can you please help me as I am not a technical person? What should be different at each level and in each department?
Waiting for a positive reply.
With due regards,
SHIPRA CHAUBEY
shipra.chaubey@sonagroup.com
shipra.chaubey@gmail.com
9911555661
www.sonagroup.com
From India, Gurgaon
Acknowledge(0)Amend(0)
Hi all CiteHR members!
At the outset, thanks to Dr. Kavita for sharing such valuable information on Competency Mapping and BEI, which is a very good illustration! :)
Well, Ms. Shipra, as far as any Automobile Ancillary Manufacturing is concerned, the things you have mentioned about the types of technical grades and the various departments will all be standard requirements with any Automobile Co.
So far as the various Technical Grades you have mentioned can be understood as follows:
1. ITI - These are the lowest in the Technical Grade, and their career growth is mostly trade-oriented!
2. DET - They are at the Junior Engineer level, holding the Diploma Engineers Trainees Grade, and they may eventually, after a very long period of experience, be promoted to an Engineer level.
3. GET - These are the Graduate Engineer Trainees who generally progress to the position of Senior Manager and General Manager in their technical field. If they are from the Mechanical/Automobile field, they may even reach positions like VP of Operations, etc.
In some companies, even Post Graduate Engineers, i.e., M.Tech.'s, start one grade senior (e.g., Sr. Engineer, etc.) in their respective department or technical field.
Then, you also have to plan the career growth for the non-technical staff in your organization, such as those in Accounts & Finance, Administration HR & General Affairs Dept., Commercial & Purchase Dept., Stores, Despatch, and Logistics Depts., etc. Depending on the qualifications and experience of the employees in the respective departments, it is also important to consider their contributions towards the organizational goals for the current year.
This is just a brief concept to share with you!
Wish you all the best for your assignment! :)
Regards,
Pankaj Kumar Sinha
GURGAON.
"MEDITATION IS THE ONLY WAY YOU CAN GROW...
BECAUSE WHEN YOU MEDITATE,
YOU ARE IN SILENCE.
YOU ARE IN THOUGHTLESS AWARENESS.
THEN THE GROWTH OF AWARENESS TAKES PLACE."
Visit www.sahajayoga.org to know more about the true experience of meditation.
From India, Delhi
Acknowledge(0)Amend(0)
At the outset, thanks to Dr. Kavita for sharing such valuable information on Competency Mapping and BEI, which is a very good illustration! :)
Well, Ms. Shipra, as far as any Automobile Ancillary Manufacturing is concerned, the things you have mentioned about the types of technical grades and the various departments will all be standard requirements with any Automobile Co.
So far as the various Technical Grades you have mentioned can be understood as follows:
1. ITI - These are the lowest in the Technical Grade, and their career growth is mostly trade-oriented!
2. DET - They are at the Junior Engineer level, holding the Diploma Engineers Trainees Grade, and they may eventually, after a very long period of experience, be promoted to an Engineer level.
3. GET - These are the Graduate Engineer Trainees who generally progress to the position of Senior Manager and General Manager in their technical field. If they are from the Mechanical/Automobile field, they may even reach positions like VP of Operations, etc.
In some companies, even Post Graduate Engineers, i.e., M.Tech.'s, start one grade senior (e.g., Sr. Engineer, etc.) in their respective department or technical field.
Then, you also have to plan the career growth for the non-technical staff in your organization, such as those in Accounts & Finance, Administration HR & General Affairs Dept., Commercial & Purchase Dept., Stores, Despatch, and Logistics Depts., etc. Depending on the qualifications and experience of the employees in the respective departments, it is also important to consider their contributions towards the organizational goals for the current year.
This is just a brief concept to share with you!
Wish you all the best for your assignment! :)
Regards,
Pankaj Kumar Sinha
GURGAON.
"MEDITATION IS THE ONLY WAY YOU CAN GROW...
BECAUSE WHEN YOU MEDITATE,
YOU ARE IN SILENCE.
YOU ARE IN THOUGHTLESS AWARENESS.
THEN THE GROWTH OF AWARENESS TAKES PLACE."
Visit www.sahajayoga.org to know more about the true experience of meditation.
From India, Delhi
Acknowledge(0)Amend(0)
Hi Shipra,
If you are looking for an appraisal based on competency, then I think you have chosen the right path. It is my opinion that there exist cultural differences from organization to organization, and therefore, you can't benchmark any standard set of competencies. My suggested approach for finding the competency is:
You can conduct a BEI for the superior performers and understand the key requirements of the job. Sit with the topmost officials and validate the process with them to understand whether you have covered the essential competencies. Here again, you can have a competency model. Based on the model, you can look for the following parameters:
1) Identify job performance standards and measures.
2) Identify job behaviors required to accomplish specific job tasks and meet job responsibilities.
3) Clarity on the expected level of performance.
CEO's Model:
Fundamental competencies (across levels and across functions)
Leadership competencies (across levels)
Functional competencies (across functions)
Regards,
Dr. Kavita R. Shanmughan
From India, Madras
Acknowledge(0)Amend(0)
If you are looking for an appraisal based on competency, then I think you have chosen the right path. It is my opinion that there exist cultural differences from organization to organization, and therefore, you can't benchmark any standard set of competencies. My suggested approach for finding the competency is:
You can conduct a BEI for the superior performers and understand the key requirements of the job. Sit with the topmost officials and validate the process with them to understand whether you have covered the essential competencies. Here again, you can have a competency model. Based on the model, you can look for the following parameters:
1) Identify job performance standards and measures.
2) Identify job behaviors required to accomplish specific job tasks and meet job responsibilities.
3) Clarity on the expected level of performance.
CEO's Model:
Fundamental competencies (across levels and across functions)
Leadership competencies (across levels)
Functional competencies (across functions)
Regards,
Dr. Kavita R. Shanmughan
From India, Madras
Acknowledge(0)Amend(0)
Dear Arvind,
The information provided by you is very good and precise. I have joined a new company (manufacturing & exporter). I have to carry out competency mapping of employees. Could you please send me some more information on this topic and what competencies are required for technical staff?
Regards,
Suresh
From India, Jaipur
Acknowledge(0)Amend(0)
The information provided by you is very good and precise. I have joined a new company (manufacturing & exporter). I have to carry out competency mapping of employees. Could you please send me some more information on this topic and what competencies are required for technical staff?
Regards,
Suresh
From India, Jaipur
Acknowledge(0)Amend(0)
Dr Kavita, Can i have your mail ID ..I am working in a maufacturing cum FMCG company..want to start the BEI process in our company.. Looking forward for a fast reply..Thanks Taranpreet
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
Dr. Kavita,
I trust you are doing well. Thank you for the information. I am specifically seeking the Competency Mapping - Service Proposal to send to my client. Could you please assist me with this?
Regards,
Aaditya S. Dongarsane
Email: dongarsane@gmail.com
Phone: +91 9225809239
From India, Mumbai
Acknowledge(0)Amend(0)
I trust you are doing well. Thank you for the information. I am specifically seeking the Competency Mapping - Service Proposal to send to my client. Could you please assist me with this?
Regards,
Aaditya S. Dongarsane
Email: dongarsane@gmail.com
Phone: +91 9225809239
From India, Mumbai
Acknowledge(0)Amend(0)
Thank you for all this information. I would like to request materials on modern HR practices and theories such as the Competency Mapping process, staff audit, KPIs, and other new/contemporary HR ideas.
Thank you.
Bishop
From Nigeria
Acknowledge(0)Amend(0)
Thank you.
Bishop
From Nigeria
Acknowledge(0)Amend(0)
Hi Colleagues,
Hope you guys are doing well?
Kindly assist with a presentation on skills and competency development. I was just assigned to that unit and need to understand the concept.
Please explain it as simply as possible.
Thanks all.
Yusuf
From Nigeria, Lagos
Acknowledge(0)Amend(0)
Hope you guys are doing well?
Kindly assist with a presentation on skills and competency development. I was just assigned to that unit and need to understand the concept.
Please explain it as simply as possible.
Thanks all.
Yusuf
From Nigeria, Lagos
Acknowledge(0)Amend(0)
Hi, I looking for salary scales of Retail Stores (Super Markets) in Saudi Arabia. I shall appreciate if some1 can provide me form where I can get this info. and cost. Regards Mujeeb
From Saudi Arabia, Riyadh
Acknowledge(0)Amend(0)
From Saudi Arabia, Riyadh
Acknowledge(0)Amend(0)
Hello Everyone,
I am pursuing an MBA in HR. I am currently doing my summer internship, and the topic is Competency Mapping and Role Stress. I need some documents that provide competencies of various departments separately. If anyone can help me with this, please.
Regards, Chitra Yadav
From India, Gurgaon
Acknowledge(0)Amend(0)
I am pursuing an MBA in HR. I am currently doing my summer internship, and the topic is Competency Mapping and Role Stress. I need some documents that provide competencies of various departments separately. If anyone can help me with this, please.
Regards, Chitra Yadav
From India, Gurgaon
Acknowledge(0)Amend(0)
Hi,
I have selected my PhD topic as Competency Mapping, and I am unable to get information from the firms and guidelines on how to pursue this research. Many companies do not disclose this information due to its confidential nature, but I need it to advance my research.
Please help me.
Pushpa
From India, Bangalore
Acknowledge(0)Amend(0)
I have selected my PhD topic as Competency Mapping, and I am unable to get information from the firms and guidelines on how to pursue this research. Many companies do not disclose this information due to its confidential nature, but I need it to advance my research.
Please help me.
Pushpa
From India, Bangalore
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Competency Mapping Process.doc
Competency mapping.ppt