Dear Seniors,
I am working as a HR Executive in one of IT company, location-Pune. I have being given a task of designing Competency Matrix, KRAs, JDs, Training calendar and Half yealy and Yearly Performance review.
I had develop skills sets, which i would like to share with you. I will develop Competency matrix based on these skills.
But my boss want me to develop tools to measure or weigh those skills. It should not be subjective measures.
Please help me out .
Regards,
Sapana
From India, Pune
9I am working as a HR Executive in one of IT company, location-Pune. I have being given a task of designing Competency Matrix, KRAs, JDs, Training calendar and Half yealy and Yearly Performance review.
I had develop skills sets, which i would like to share with you. I will develop Competency matrix based on these skills.
But my boss want me to develop tools to measure or weigh those skills. It should not be subjective measures.
Please help me out .
Regards,
Sapana
From India, Pune
Dear Sapna,
It appears that you confused with the definition of the "skill". It is defined as "ability to give consistent output in defined time span and by consuming defined resources." Against this backdrop, "absenteeism" or "dress code" certainly cannot be skills.
Secondly, more than skill set, what matters is ability to give output. Therefore, I recommend you concentrating on KRAs more than the skills. How will you handle a situation wherein a competency matrix shows a person has sufficient skills but unable to give the output?
I recommend you going through my following posts:
https://www.citehr.com/511936-pms-company.html
https://www.youtube.com/watch?v=fTe8Pu6yioo
For further clarification, feel free to call me on my mobile.
Thanks,
Dinesh Divekar
From India, Bangalore
It appears that you confused with the definition of the "skill". It is defined as "ability to give consistent output in defined time span and by consuming defined resources." Against this backdrop, "absenteeism" or "dress code" certainly cannot be skills.
Secondly, more than skill set, what matters is ability to give output. Therefore, I recommend you concentrating on KRAs more than the skills. How will you handle a situation wherein a competency matrix shows a person has sufficient skills but unable to give the output?
I recommend you going through my following posts:
https://www.citehr.com/511936-pms-company.html
https://www.youtube.com/watch?v=fTe8Pu6yioo
For further clarification, feel free to call me on my mobile.
Thanks,
Dinesh Divekar
From India, Bangalore
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