Hello Shailendra,
Thank you for the presentation; it is really good. However, I do agree with one of the commenters that if you can add information on how to conduct competency mapping, then the topic will be complete.
Thanks,
Bhumika
Ahmedabad
From India, Ahmadabad
1Thank you for the presentation; it is really good. However, I do agree with one of the commenters that if you can add information on how to conduct competency mapping, then the topic will be complete.
Thanks,
Bhumika
Ahmedabad
From India, Ahmadabad
Dear Shailendra,
You have done a very good job. But everything is right. If you add one slide on the introducer (who introduces the Competency mapping), it will also benefit us. That's why I suggest this to you.
Regards,
Praveen
From India, Visakhapatnam
You have done a very good job. But everything is right. If you add one slide on the introducer (who introduces the Competency mapping), it will also benefit us. That's why I suggest this to you.
Regards,
Praveen
From India, Visakhapatnam
I am impressed by your knowledge, Shailendra. Thanks for everything you mentioned. Being a new HR guy, it's damn helpful.
I would like to have a personal touch with you if you permit.
- Ravi Sharma
Ahmedabad
91-9824657670
From India, Mumbai
I would like to have a personal touch with you if you permit.
- Ravi Sharma
Ahmedabad
91-9824657670
From India, Mumbai
Hi Shailendra Deshpande,
What you have posted is a very good presentation. The distinction between Competency and Performance has been brought out very well. The subsequent postings from various members have recorded the appreciation and also suggestions for improvement. Your interaction points also provide food for thought. Even though the thread is seven years old, the relevance will be evergreen.
Thanks for the post,
V. Raghunathan
From India
What you have posted is a very good presentation. The distinction between Competency and Performance has been brought out very well. The subsequent postings from various members have recorded the appreciation and also suggestions for improvement. Your interaction points also provide food for thought. Even though the thread is seven years old, the relevance will be evergreen.
Thanks for the post,
V. Raghunathan
From India
HR & TRAINING Services
The list of services provided to corporate & SME
We can address the following issues:
Bottle Neck/Problems/Benefits:
There is no defined JD
Not able to assign the right work
Not able to conduct proper appraisal
Issues in Goal Setting
Issues in performance evaluation
Creating Effective organization
Improve Effectiveness
Engage People with JOB
Creating Passion in people
Creating Excellence in people
Removing operational bottlenecks
Effective Evaluation
Benchmarking with industry standards
Providing Effective Solutions
Setting Objectives for the Top Management
Building Employee relations
Solution:
• JD (Job Description) Documentation
Documenting Job descriptions for all positions. The document will act as a reference. It will be used to extract the Key result Area & Key performance Indicator. It will be used as a base document to perform the Competency Mapping
• KRA (Key result Area), KPI (Key Performance Indicator) Identification
Both the Key result area & Key performance Indicator are extracted from the Job Description. It is used in the goal setting & performance Appraisal
• Competency Mapping – Building competency based organisation
The competency mapping is done for all the position. The competency is extensively used in Recruitment, PMS (Performance Management System) & Training. In interviews the interview assessment sheets will have the competencies, the candidate is rated for each competencies. In PMS the rating sheets or appraisals will have the list of competencies the rating is done for each competencies. In training the candidates are assessed pre & post training to know the impact of the training program.
• Employee Engagement – passion for people, ACE (Accomplish Collective Excellence)
In Employee Engagement, The passion for people will have four Quadrants
Quadrant1: 0 to 6 months experience-Induction process & Buddy system
Quanrant2:6 months to 1 year – Goal Setting Process
Quadrant3:1 year to 2 Years – PMS (Performance Management System) aligned with Compensation & Benefit.
Quadrant4:2 Years & Above – Career Mapping & Succession planning
ACE (Accomplish Collective Excellence)
It is a program where people are divided into different intra groups. The brain storming is done. The operational bottle necks are listed. These are removed by the groups in 10 days period of time. If not the issue is escalated to next level for removal.
• Performance Management
Implementing the 180 feedback system or the 360 feedback system based on the company or corporate needs.
• Compensation & Benefits
Bench marking the compensation with the industry standards. Setting the CTC post PMS through a well developed matrix system.
• Change Management
Formulating HR strategy based on the events like Merger, Acquisition & Dissolution. Taking care of three areas Training, Cultural changes & Resource Mobility.
• Knowledge Management – Creating knowledge repository
Creating Knowledge repository. Migrating the best practices to the repository. This repository is extensively used during the project execution. It develops effectiveness in project execution.
• Learning & Development
Execute different programs
• Training – Technical & Non- Technical
Training the employees in both the Technical & Non Technical aspects
• Quality Management – ISO, Six sigma
Training Employees in ISO & Sixsigma.Execute different projects in six sigma for Green Belts & Black Belts.
• E –Learning solutions
Web based solutions for the learning needs of the organization
• Talent Management
Employee Engagement, PMS & Attrition Control.
• Organization Development
Performing OD intervention. Providing strategies for the problem areas
• Recruitment – IT & NON IT, Temp, Contract & Permanent staffing
Providing Quality resources on time
• Organisational climate & culture assessment & Change
Running a survey for climate & Culture assessment. It is used in the Organization transformation process.
• Building SLA (Service Level Agreement)
• Employee Attrition Analysis
Attrition calculation & Projection
• Devising Incentive Schemes
Aligning incentives with the performance. To increase the organizational effectiveness.
• Implement variable salary
Implementing the variable salary. A percentage of salary is given as variable. This is 6 months of annual payout. This will enhance the performance of the employees
• Self Evaluation programs
Psychometric tests & Analysis
• Salary Analysis
Benchmarking the salary with the industry standards. Providing various reports based on the salary. Designing the salary matrix
• Training need Analysis
• Measurement of Training Effectiveness
• HR Benchmarking
Salary benchmarking, Quality of resource benchmarking, Training Benchmarking
• Implementing Rewards System
• Designing HR Dashboard
Visual Dashboard for data capturing
• HR MIS (Management Information System)
• Implementing SSC (Shared Service Centre)
• Leadership development programs
• Design Training Calendar
• Aligning Learning & development with vision, mission & Core values of the company
• HR Bottleneck removals
• Train the trainer programs
• Management development programs
• Soft skills programs
• HR policy management & Amendments
Formulating the HR policies. Performing Amendments when needed
• Design HR Business model
• Implementing Balance Scorecard
To enhance the performance of the Top & senior Management. To set objective goals for each member of the top management.
• Employee Relations
Implementing the reward & recognition programs & Bay connect
• HR Pay rolling
Provide HR documents based on the payroll policy to the finance team for processing the payroll
If you have any query please contact us!
Aravind Surendran
Mr.Aravind Surendran,has a Post graduate in HR from XLRI Jamshedpur and a MBA from ICFAI Hyderabad. He has done HR Consulting for the following clients like Six Sigma, FSL, Apollo Hospitals, Lafarge, Newgen Software and polaris.
He is well versed in the change management, cultural changes and adaptation, talent engagement programs like accomplished collective excellence, self evaluation program and soft skills.
Very well versed all areas of management and also a visiting faculty to Versatile Business School
Mobile - 09840885160
Mr.Barath Surendran
He is an Engineer and a Post Graduate in Management having wide experience working for various corporate for more than 14 years. He has worked both in technology and as well as in sales and marketing. His previous assignments include working for companies like GE Capital, naukri.com and Manipal Group to name a few.
He has been Awarded “Star Achiever” by National Integrity cultural Academy for the year 2011.
And also has been awarded the Alumni Achievement Award by ITM Business School for the year 2011.
He is also a Visiting Faculty to Versatile business School and has been delivering programs on Marketing and Branding!
He is also an Empanelled trainer and Advisor to EDI Tamil Nadu for doing Entrepreneurship Development Programs
He has appeared as visiting faculty to many Institutions and business schools. He is a Voracious reader, who has read more than 1000 books on personal development, business and management.
CONTACT US
Barath Surendran Director – Techemate Leadership Academy
+91-9444063345 (Cell) / +91 8122219316
From India, Madras
The list of services provided to corporate & SME
We can address the following issues:
Bottle Neck/Problems/Benefits:
There is no defined JD
Not able to assign the right work
Not able to conduct proper appraisal
Issues in Goal Setting
Issues in performance evaluation
Creating Effective organization
Improve Effectiveness
Engage People with JOB
Creating Passion in people
Creating Excellence in people
Removing operational bottlenecks
Effective Evaluation
Benchmarking with industry standards
Providing Effective Solutions
Setting Objectives for the Top Management
Building Employee relations
Solution:
• JD (Job Description) Documentation
Documenting Job descriptions for all positions. The document will act as a reference. It will be used to extract the Key result Area & Key performance Indicator. It will be used as a base document to perform the Competency Mapping
• KRA (Key result Area), KPI (Key Performance Indicator) Identification
Both the Key result area & Key performance Indicator are extracted from the Job Description. It is used in the goal setting & performance Appraisal
• Competency Mapping – Building competency based organisation
The competency mapping is done for all the position. The competency is extensively used in Recruitment, PMS (Performance Management System) & Training. In interviews the interview assessment sheets will have the competencies, the candidate is rated for each competencies. In PMS the rating sheets or appraisals will have the list of competencies the rating is done for each competencies. In training the candidates are assessed pre & post training to know the impact of the training program.
• Employee Engagement – passion for people, ACE (Accomplish Collective Excellence)
In Employee Engagement, The passion for people will have four Quadrants
Quadrant1: 0 to 6 months experience-Induction process & Buddy system
Quanrant2:6 months to 1 year – Goal Setting Process
Quadrant3:1 year to 2 Years – PMS (Performance Management System) aligned with Compensation & Benefit.
Quadrant4:2 Years & Above – Career Mapping & Succession planning
ACE (Accomplish Collective Excellence)
It is a program where people are divided into different intra groups. The brain storming is done. The operational bottle necks are listed. These are removed by the groups in 10 days period of time. If not the issue is escalated to next level for removal.
• Performance Management
Implementing the 180 feedback system or the 360 feedback system based on the company or corporate needs.
• Compensation & Benefits
Bench marking the compensation with the industry standards. Setting the CTC post PMS through a well developed matrix system.
• Change Management
Formulating HR strategy based on the events like Merger, Acquisition & Dissolution. Taking care of three areas Training, Cultural changes & Resource Mobility.
• Knowledge Management – Creating knowledge repository
Creating Knowledge repository. Migrating the best practices to the repository. This repository is extensively used during the project execution. It develops effectiveness in project execution.
• Learning & Development
Execute different programs
• Training – Technical & Non- Technical
Training the employees in both the Technical & Non Technical aspects
• Quality Management – ISO, Six sigma
Training Employees in ISO & Sixsigma.Execute different projects in six sigma for Green Belts & Black Belts.
• E –Learning solutions
Web based solutions for the learning needs of the organization
• Talent Management
Employee Engagement, PMS & Attrition Control.
• Organization Development
Performing OD intervention. Providing strategies for the problem areas
• Recruitment – IT & NON IT, Temp, Contract & Permanent staffing
Providing Quality resources on time
• Organisational climate & culture assessment & Change
Running a survey for climate & Culture assessment. It is used in the Organization transformation process.
• Building SLA (Service Level Agreement)
• Employee Attrition Analysis
Attrition calculation & Projection
• Devising Incentive Schemes
Aligning incentives with the performance. To increase the organizational effectiveness.
• Implement variable salary
Implementing the variable salary. A percentage of salary is given as variable. This is 6 months of annual payout. This will enhance the performance of the employees
• Self Evaluation programs
Psychometric tests & Analysis
• Salary Analysis
Benchmarking the salary with the industry standards. Providing various reports based on the salary. Designing the salary matrix
• Training need Analysis
• Measurement of Training Effectiveness
• HR Benchmarking
Salary benchmarking, Quality of resource benchmarking, Training Benchmarking
• Implementing Rewards System
• Designing HR Dashboard
Visual Dashboard for data capturing
• HR MIS (Management Information System)
• Implementing SSC (Shared Service Centre)
• Leadership development programs
• Design Training Calendar
• Aligning Learning & development with vision, mission & Core values of the company
• HR Bottleneck removals
• Train the trainer programs
• Management development programs
• Soft skills programs
• HR policy management & Amendments
Formulating the HR policies. Performing Amendments when needed
• Design HR Business model
• Implementing Balance Scorecard
To enhance the performance of the Top & senior Management. To set objective goals for each member of the top management.
• Employee Relations
Implementing the reward & recognition programs & Bay connect
• HR Pay rolling
Provide HR documents based on the payroll policy to the finance team for processing the payroll
If you have any query please contact us!
Aravind Surendran
Mr.Aravind Surendran,has a Post graduate in HR from XLRI Jamshedpur and a MBA from ICFAI Hyderabad. He has done HR Consulting for the following clients like Six Sigma, FSL, Apollo Hospitals, Lafarge, Newgen Software and polaris.
He is well versed in the change management, cultural changes and adaptation, talent engagement programs like accomplished collective excellence, self evaluation program and soft skills.
Very well versed all areas of management and also a visiting faculty to Versatile Business School
Mobile - 09840885160
Mr.Barath Surendran
He is an Engineer and a Post Graduate in Management having wide experience working for various corporate for more than 14 years. He has worked both in technology and as well as in sales and marketing. His previous assignments include working for companies like GE Capital, naukri.com and Manipal Group to name a few.
He has been Awarded “Star Achiever” by National Integrity cultural Academy for the year 2011.
And also has been awarded the Alumni Achievement Award by ITM Business School for the year 2011.
He is also a Visiting Faculty to Versatile business School and has been delivering programs on Marketing and Branding!
He is also an Empanelled trainer and Advisor to EDI Tamil Nadu for doing Entrepreneurship Development Programs
He has appeared as visiting faculty to many Institutions and business schools. He is a Voracious reader, who has read more than 1000 books on personal development, business and management.
CONTACT US
Barath Surendran Director – Techemate Leadership Academy
+91-9444063345 (Cell) / +91 8122219316
From India, Madras
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