Dear Friends, I am working on Competency Mapping for personnel in the HR Department. Can anybody help with suggestions/resources on how to go about this task. Regards,
From India, Baleshwar
From India, Baleshwar
hello Rajesh
here some competencys for any support staff specially the HR:
Project Management
Establishes a course of action for self and others to accomplish goals, utilizing appropriate resources. Follows-up by monitoring results of delegations, assignments, or projects.
Life-Long Learning
Takes responsibility for own learning and development by acquiring and refining of technical and professional skills needed in job related areas. Obtains developmental opportunities proactively. Applies knowledge and/or information gained as appropriate.
Attention to Detail/Quality Assurance
Accomplishes tasks through concern for all areas involved, no matter how small. Shows concern for all aspects of the job. Accurately checks for processes and tasks and follows and follows up in a timely manner with appropriate persons.
Teamwork/Collaboration
Working effectively in teams and/or outside the formal lines of authority to accomplish organizational goals; taking actions that respect the needs and contributions of others; contributing to and accepting consensus; subordinating own objectives to the organization or team.
Verbal and Written Communication
Express ideas effectively in individual and group situations adjusting style and methods to the specific needs of the audience.
Customer Service
Seeks first-hand information from customers ;skill to go beyond customers' expressed needs; matches customers' requirements to existing product and services, and/or designs, develops and customizes additional products and services; maintains own and others attention on internal and external customers' needs; takes personal responsibility for continuously raising the standard of customer service.
Initiative
Independently takes action to influence events. Offers own ideas for improvement and to promote the goals of the organization. Seeks feedback from appropriate persons on effects of actions.
Flexible/Adaptable to Change
is confident of trying something different and is unafraid of taking and making mistakes; is resilient and capable of dealing with disappointments and setbacks.
Problem Solving
Commits to actions after identifying alternative methods that are based on logical assumptions and information. Takes into consideration resources, constraints, organizational values and changing environments.
Technical/Professional Skills
Achieves a proficient level of technical and professional skills/knowledge in job-related areas; acquires and refines current developments in areas of expertise
From Egypt, Gizeh
here some competencys for any support staff specially the HR:
Project Management
Establishes a course of action for self and others to accomplish goals, utilizing appropriate resources. Follows-up by monitoring results of delegations, assignments, or projects.
Life-Long Learning
Takes responsibility for own learning and development by acquiring and refining of technical and professional skills needed in job related areas. Obtains developmental opportunities proactively. Applies knowledge and/or information gained as appropriate.
Attention to Detail/Quality Assurance
Accomplishes tasks through concern for all areas involved, no matter how small. Shows concern for all aspects of the job. Accurately checks for processes and tasks and follows and follows up in a timely manner with appropriate persons.
Teamwork/Collaboration
Working effectively in teams and/or outside the formal lines of authority to accomplish organizational goals; taking actions that respect the needs and contributions of others; contributing to and accepting consensus; subordinating own objectives to the organization or team.
Verbal and Written Communication
Express ideas effectively in individual and group situations adjusting style and methods to the specific needs of the audience.
Customer Service
Seeks first-hand information from customers ;skill to go beyond customers' expressed needs; matches customers' requirements to existing product and services, and/or designs, develops and customizes additional products and services; maintains own and others attention on internal and external customers' needs; takes personal responsibility for continuously raising the standard of customer service.
Initiative
Independently takes action to influence events. Offers own ideas for improvement and to promote the goals of the organization. Seeks feedback from appropriate persons on effects of actions.
Flexible/Adaptable to Change
is confident of trying something different and is unafraid of taking and making mistakes; is resilient and capable of dealing with disappointments and setbacks.
Problem Solving
Commits to actions after identifying alternative methods that are based on logical assumptions and information. Takes into consideration resources, constraints, organizational values and changing environments.
Technical/Professional Skills
Achieves a proficient level of technical and professional skills/knowledge in job-related areas; acquires and refines current developments in areas of expertise
From Egypt, Gizeh
Hi Rajesh
You can use TTI psychometric tools to
Define and Prepare Competency and Strategic Behavior at every level
Behavioral & Competency Assessment & Feedback
Establish Recruitment System and Methodology
Since 1999, Turning Point has been addressing various needs in Sales, Customer Service, Leadership, Vision-Mission, Balance Score Card, Reengineering and Implementation in different organizations.
The company’s national pool of consultants in India and the Middle East have specialized capabilities in the above-mentioned segments.
Over the past several years Turning Point has established a name for itself in achieving levels of excellence for its clients.
Turning Point is the Master Distributor for US based TTI Testing Tools. These reports are specifically designed to meet the needs of Corporations today. Employee behavior, drivers and competencies can be measured through these tools.
The TTI assessment systems measure every aspect of the work environment including benchmarking jobs and assessing the talents they require for maximum performance.These tests are specifically tailored to meet today's business needs.
Benefits:
Match right people to right jobs
Identify gap areas in performance
Suggest coaching in areas of improvement
Enhance performance by identifying strengths
For more information visit us at www.turninpt.com.You can mail me at
From India, Mumbai
You can use TTI psychometric tools to
Define and Prepare Competency and Strategic Behavior at every level
Behavioral & Competency Assessment & Feedback
Establish Recruitment System and Methodology
Since 1999, Turning Point has been addressing various needs in Sales, Customer Service, Leadership, Vision-Mission, Balance Score Card, Reengineering and Implementation in different organizations.
The company’s national pool of consultants in India and the Middle East have specialized capabilities in the above-mentioned segments.
Over the past several years Turning Point has established a name for itself in achieving levels of excellence for its clients.
Turning Point is the Master Distributor for US based TTI Testing Tools. These reports are specifically designed to meet the needs of Corporations today. Employee behavior, drivers and competencies can be measured through these tools.
The TTI assessment systems measure every aspect of the work environment including benchmarking jobs and assessing the talents they require for maximum performance.These tests are specifically tailored to meet today's business needs.
Benefits:
Match right people to right jobs
Identify gap areas in performance
Suggest coaching in areas of improvement
Enhance performance by identifying strengths
For more information visit us at www.turninpt.com.You can mail me at
From India, Mumbai
Hi there....
If I am not wrong to start off the competency mapping process you will have to decide on the OBJECTIVE of THE ROLE and the DEPARTMENT in which the ROLE that you will map exists (In this case it would be the HR Department). Then you should do the task/activity analysis of the "ROLE" (in this case an HR Personnel) that you are planning to map. Then you will have to find out who are the "ROLE SET MEMBERS", then the KPA's of the role, the role's differentiating competencies and then the threshold competencies.
Hope it helps
Regards
Ambita
If I am not wrong to start off the competency mapping process you will have to decide on the OBJECTIVE of THE ROLE and the DEPARTMENT in which the ROLE that you will map exists (In this case it would be the HR Department). Then you should do the task/activity analysis of the "ROLE" (in this case an HR Personnel) that you are planning to map. Then you will have to find out who are the "ROLE SET MEMBERS", then the KPA's of the role, the role's differentiating competencies and then the threshold competencies.
Hope it helps
Regards
Ambita
Hi,
for mapping the competency
a) it is essential to understand the objective to map the competency.
b) Do you have any framework or model through which you are proceeding forward?
c) mostly used framework is fundamental, behavioral and functional competencies
d) fundamental and behavioral competencies can be studied through LTD/BEI
e)Functional competencies through task analysis
f) Identified Competencies should be critical to success. often people make mistake in considering the essentials for the role as the critical factors for success.
g)Number of competencies should not be more than 12/13.
h) competencies and tools should be validated before assessment
i) every organization is unique and hence general list of competencies-HR just cannot be applied to all the organization. Hence it is better to follow a procedure.
Hope i have given you clues to start the work.
regards
Dr. Kavita Shanmughan
From India, Madras
7for mapping the competency
a) it is essential to understand the objective to map the competency.
b) Do you have any framework or model through which you are proceeding forward?
c) mostly used framework is fundamental, behavioral and functional competencies
d) fundamental and behavioral competencies can be studied through LTD/BEI
e)Functional competencies through task analysis
f) Identified Competencies should be critical to success. often people make mistake in considering the essentials for the role as the critical factors for success.
g)Number of competencies should not be more than 12/13.
h) competencies and tools should be validated before assessment
i) every organization is unique and hence general list of competencies-HR just cannot be applied to all the organization. Hence it is better to follow a procedure.
Hope i have given you clues to start the work.
regards
Dr. Kavita Shanmughan
From India, Madras
Dear Dr. Shanmugham,
Many thanks for your e-mail. It made many things clear about how to proceed in my task.
With regard to the following point in your mail. Could you just ealborate it a bit further.
d) fundamental and behavioral competencies can be studied through LTD/BEI
Kind regards,
Rajesh Naik
From India, Baleshwar
Many thanks for your e-mail. It made many things clear about how to proceed in my task.
With regard to the following point in your mail. Could you just ealborate it a bit further.
d) fundamental and behavioral competencies can be studied through LTD/BEI
Kind regards,
Rajesh Naik
From India, Baleshwar
Hi,
Fundamental/Leadership competencies is identified by technique called Leadership Team Discussion or Behavioural Event Interview.
You can study BEI info in my already listed document in this cite under competency mapping process
Leadership team discussion is among the people who creates the vision and mission for the organization. the top officials are asked to describe their vision and mission in this session and how they are going to acheive it. What are the role that each level is being expected.
What are the competencies expected from these levels to achieve that goals.
this helps in framing the fundamental competencies.
Regards
Kavita
From India, Madras
Fundamental/Leadership competencies is identified by technique called Leadership Team Discussion or Behavioural Event Interview.
You can study BEI info in my already listed document in this cite under competency mapping process
Leadership team discussion is among the people who creates the vision and mission for the organization. the top officials are asked to describe their vision and mission in this session and how they are going to acheive it. What are the role that each level is being expected.
What are the competencies expected from these levels to achieve that goals.
this helps in framing the fundamental competencies.
Regards
Kavita
From India, Madras
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