Dear friends
Mapping competencies is an important aspect of HR. I am providing with some common competencies and their definitions. Hope my friends will be benefitted from it.
Dictionary of Competencies
Core Competencies
Accountability
Takes personal responsibility for all work activities and personal actions, implementing decisions that have been agreed upon, and acknowledging mistakes and failures without blaming others
Clear Communication
Expresses oneself clearly and effectively when speaking and writing to individuals and groups; listening attentively and insuring communication is understood by all parties involved
Client/Customer Service Orientation
Focuses one’s efforts on exceeding the customer’s needs. Takes personal responsibility for dealing with and/or correcting customer service issues and concerns
Dependability
Consistently produces high quality work with unfailing reliability. Can be counted on to get the job done and done well every time.
Efficiency
Utilizes time effectively for maximum performance. Completes activities/projects on or before scheduled deadlines with minimal errors and taking full advantage of the resources available.
Initiative
Idependently anticipates and identifies problems, obstacles and opportunities and takes decisive action to address them
Interpersonal Skills
Ability to work effectively with others using empathy and self-regulation to manage interactions with others
Problem Solving/Decision Making
Generates successful approaches to analyzing and resolving problems and makes good decisions based upon a mixture of analysis, wisdom, experience, and judgment.
Respect and Valuing Diversity
Demonstrates the ability to recognize, understand, accept and appreciate the value of workplace diversity; respects the practices, values, and points of view of other individuals and groups.
Teamwork and Collaboration
Works cooperatively with others, contributes to and accepts group opinion; and understands that organizational and team goals take precedence over individual goals.
Role-Related Competencies::
Analytical Thinking
Understands a situation, issue or problem by using a step-by-step process, applying basic rules and learned concepts
Change Leadership
Initiates, sponsors, implements, supports and leads other through organizational or departmental change efforts.
Continuous Improvement Orientation
Strives to constantly enhance and streamline processes and quality related to how work is done.
Creativity and Innovation
Generates novel and imaginative contributions and solutions to problems, projects, processes and situations
Developing Others/Supervision
Works in partnership with staff to develop departmental, personal and professional goals, encourages staff growth, and maintains a cohesive work team
Developing Self
Ability to grow and apply one’s expertise/ knowledge within and across specialized technical/functional areas. Includes self-assessment, soliciting performance related feedback and taking initiative to build one’s own skills
Ethics
Demonstrates the ability to adhere to an appropriate and effective set of core values and beliefs and to act in line with those values.
Leadership
Develops strategic plans and influences others so that they will strive willingly and enthusiastically toward the achievement of goals that support the mission of the department and the University.
Organization/Planning
Establishes work priorities, methods and project flow to accomplish objectives. Utilizes time effectively for maximum performance. Anticipates and prepares for future developments and deadlines.
Quality Assurance/Attention to Detail
Establishes work priorities, methods and project flow to accomplish objectives. Utilizes time effectively for maximum performance. Anticipates and prepares for future developments and deadlines.
Resilience and Adaptability
Adjusts to changing circumstances by altering attitudes and behaviors; displays resilience and flexibility in response to setbacks and stressful situations with energy and optimism.
Resource and Project Management
Allocates time and resources (material, financial and human) in order to reach goals; integrates complex project steps and outcomes and follows-up by monitoring results of delegations and assignments.
Technical/Professional Skills
achieves a proficient level of technical and professional skills/knowledge in job-related areas. Involves continual assessment and skill development.
regards
Anuradha[/b]
From India, Delhi
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65Mapping competencies is an important aspect of HR. I am providing with some common competencies and their definitions. Hope my friends will be benefitted from it.
Dictionary of Competencies
Core Competencies
Accountability
Takes personal responsibility for all work activities and personal actions, implementing decisions that have been agreed upon, and acknowledging mistakes and failures without blaming others
Clear Communication
Expresses oneself clearly and effectively when speaking and writing to individuals and groups; listening attentively and insuring communication is understood by all parties involved
Client/Customer Service Orientation
Focuses one’s efforts on exceeding the customer’s needs. Takes personal responsibility for dealing with and/or correcting customer service issues and concerns
Dependability
Consistently produces high quality work with unfailing reliability. Can be counted on to get the job done and done well every time.
Efficiency
Utilizes time effectively for maximum performance. Completes activities/projects on or before scheduled deadlines with minimal errors and taking full advantage of the resources available.
Initiative
Idependently anticipates and identifies problems, obstacles and opportunities and takes decisive action to address them
Interpersonal Skills
Ability to work effectively with others using empathy and self-regulation to manage interactions with others
Problem Solving/Decision Making
Generates successful approaches to analyzing and resolving problems and makes good decisions based upon a mixture of analysis, wisdom, experience, and judgment.
Respect and Valuing Diversity
Demonstrates the ability to recognize, understand, accept and appreciate the value of workplace diversity; respects the practices, values, and points of view of other individuals and groups.
Teamwork and Collaboration
Works cooperatively with others, contributes to and accepts group opinion; and understands that organizational and team goals take precedence over individual goals.
Role-Related Competencies::
Analytical Thinking
Understands a situation, issue or problem by using a step-by-step process, applying basic rules and learned concepts
Change Leadership
Initiates, sponsors, implements, supports and leads other through organizational or departmental change efforts.
Continuous Improvement Orientation
Strives to constantly enhance and streamline processes and quality related to how work is done.
Creativity and Innovation
Generates novel and imaginative contributions and solutions to problems, projects, processes and situations
Developing Others/Supervision
Works in partnership with staff to develop departmental, personal and professional goals, encourages staff growth, and maintains a cohesive work team
Developing Self
Ability to grow and apply one’s expertise/ knowledge within and across specialized technical/functional areas. Includes self-assessment, soliciting performance related feedback and taking initiative to build one’s own skills
Ethics
Demonstrates the ability to adhere to an appropriate and effective set of core values and beliefs and to act in line with those values.
Leadership
Develops strategic plans and influences others so that they will strive willingly and enthusiastically toward the achievement of goals that support the mission of the department and the University.
Organization/Planning
Establishes work priorities, methods and project flow to accomplish objectives. Utilizes time effectively for maximum performance. Anticipates and prepares for future developments and deadlines.
Quality Assurance/Attention to Detail
Establishes work priorities, methods and project flow to accomplish objectives. Utilizes time effectively for maximum performance. Anticipates and prepares for future developments and deadlines.
Resilience and Adaptability
Adjusts to changing circumstances by altering attitudes and behaviors; displays resilience and flexibility in response to setbacks and stressful situations with energy and optimism.
Resource and Project Management
Allocates time and resources (material, financial and human) in order to reach goals; integrates complex project steps and outcomes and follows-up by monitoring results of delegations and assignments.
Technical/Professional Skills
achieves a proficient level of technical and professional skills/knowledge in job-related areas. Involves continual assessment and skill development.
regards
Anuradha[/b]
From India, Delhi
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Anuradha, That’s a quite different format which you have used to show the concept. Well done!
From India
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From India
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Hi Deepa,
Thank you for the comment. Actually, people are generally very scared when they are asked to do competency mapping. There are so many inter-related competencies, and their meanings and further attributes are even more confusing.
So, I thought of putting these competencies in easy and layman's language so that they are understood by all. I am in the process of creating a comprehensive competency dictionary for use in induction, assessment, and promotion structures.
Regards,
Anuradha
From India, Delhi
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Thank you for the comment. Actually, people are generally very scared when they are asked to do competency mapping. There are so many inter-related competencies, and their meanings and further attributes are even more confusing.
So, I thought of putting these competencies in easy and layman's language so that they are understood by all. I am in the process of creating a comprehensive competency dictionary for use in induction, assessment, and promotion structures.
Regards,
Anuradha
From India, Delhi
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That’s good. I am driving this too in my organization for my business unit and also planning to consolidate it into a final document. Will touch base with each other for any queries. Deepa :)
From India
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From India
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Hi there,
It seems that you have in-depth knowledge about competency mapping. Actually, I am currently working as an HR Trainee for my summer internship with a printing company, and I have been asked to get the competency dictionary.
So if you could help me with anything, please email me at juhijyo04@gmail.com.
Thanks & Regards,
Juhi
From China
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It seems that you have in-depth knowledge about competency mapping. Actually, I am currently working as an HR Trainee for my summer internship with a printing company, and I have been asked to get the competency dictionary.
So if you could help me with anything, please email me at juhijyo04@gmail.com.
Thanks & Regards,
Juhi
From China
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Hi Juhi,
If you want to prepare the competency dictionary for the organization, you first need to list out the competencies required for that organization, write their definitions, and outline the behavior indicators for the same. You can document behavior indicators in two ways:
1. By listing positive and negative indicators.
2. By defining levels of behavior.
For any further assistance, feel free to contact me at ridim.ch@gmail.com.
From India, Delhi
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If you want to prepare the competency dictionary for the organization, you first need to list out the competencies required for that organization, write their definitions, and outline the behavior indicators for the same. You can document behavior indicators in two ways:
1. By listing positive and negative indicators.
2. By defining levels of behavior.
For any further assistance, feel free to contact me at ridim.ch@gmail.com.
From India, Delhi
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For Example:
I am taking achievement orientation.
Definition: Establishing and maintaining personally challenging goals and exerting efforts toward mastering tasks.
Behavior indicators level wise:
Level 1 Beginner
• Strives to achieve desired results on time with supervision from above.
• Sets achievable targets for self, and work is monitored by seniors to complete on time.
• Means well and tries hard to achieve goals.
Level 2 Developing
• Achieves desired results with minimum or no direction, ensuring that they are of quality nature.
• Defines key result areas for self and sets challenging goals to be accomplished.
• Analyzes the reasons for obstacles and finds alternate ways to overcome those.
Level 3 Intermediate
• Defines key result area for the group and sets challenging but realistic goals and targets for the group/team.
• Develops team capability to plan and manage major challenges and suggests ways to improve on results.
Level 4 Mature
• Identifies and efficiently drives capabilities of all the resources that facilitate the achievement of the Company's goals.
• Acts as a mentor/coach to previous levels in improving performance standards.
• Sets challenging goals with a futuristic objective in mind and strategizes.
Level 5 Expert
• Integrates different functions and looks at all functions for the company's growth.
• Develops an empowering culture through recognition of excellence in results.
• Makes decisions by weighing up all the cost benefits and risk implications affecting the company.
• Establishes new directions and measures of success.
Positive and negative indicators:
Positive
• Sets and maintains high but realistic performance standards for self and others.
• Tries new things to reach challenging goals.
• Persists until personal and team goals are achieved (involved till the end).
• Motivates others to translate ideas into actions and results.
• Holds self and other team members accountable for achieving results.
Negative
• Stops and gives up at the first obstacle.
• Seeks excuses rather than solutions or ways forward.
• Loses sight of how a task fits into wider objectives.
• Has to be chased for completion of the job.
Hope this will help you!
From India, Delhi
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I am taking achievement orientation.
Definition: Establishing and maintaining personally challenging goals and exerting efforts toward mastering tasks.
Behavior indicators level wise:
Level 1 Beginner
• Strives to achieve desired results on time with supervision from above.
• Sets achievable targets for self, and work is monitored by seniors to complete on time.
• Means well and tries hard to achieve goals.
Level 2 Developing
• Achieves desired results with minimum or no direction, ensuring that they are of quality nature.
• Defines key result areas for self and sets challenging goals to be accomplished.
• Analyzes the reasons for obstacles and finds alternate ways to overcome those.
Level 3 Intermediate
• Defines key result area for the group and sets challenging but realistic goals and targets for the group/team.
• Develops team capability to plan and manage major challenges and suggests ways to improve on results.
Level 4 Mature
• Identifies and efficiently drives capabilities of all the resources that facilitate the achievement of the Company's goals.
• Acts as a mentor/coach to previous levels in improving performance standards.
• Sets challenging goals with a futuristic objective in mind and strategizes.
Level 5 Expert
• Integrates different functions and looks at all functions for the company's growth.
• Develops an empowering culture through recognition of excellence in results.
• Makes decisions by weighing up all the cost benefits and risk implications affecting the company.
• Establishes new directions and measures of success.
Positive and negative indicators:
Positive
• Sets and maintains high but realistic performance standards for self and others.
• Tries new things to reach challenging goals.
• Persists until personal and team goals are achieved (involved till the end).
• Motivates others to translate ideas into actions and results.
• Holds self and other team members accountable for achieving results.
Negative
• Stops and gives up at the first obstacle.
• Seeks excuses rather than solutions or ways forward.
• Loses sight of how a task fits into wider objectives.
• Has to be chased for completion of the job.
Hope this will help you!
From India, Delhi
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