Hi All,
I am Karthika Tirupathi, working as a HR Executive in a IT SME in Hyderabad. I would like to implement Competency Mapping Process in our company for aligning HR Process to competencies
I request experts to share their ideas. Due to budget constraints, the management is not favorable to avail Consultant's Help for this purpose.
Help Required!
Thanks,
Karthika
From India, Hyderabad
I am Karthika Tirupathi, working as a HR Executive in a IT SME in Hyderabad. I would like to implement Competency Mapping Process in our company for aligning HR Process to competencies
I request experts to share their ideas. Due to budget constraints, the management is not favorable to avail Consultant's Help for this purpose.
Help Required!
Thanks,
Karthika
From India, Hyderabad
Dear Ms. Karthika,
The concept of COMPETENCY MAPPING is a quite effective and a creative process. Without having knowledge about relevant skills & competencies about respective job/task/assignment execution strategies while co-relating with DESIGNATION, it will be very difficult for you to carry out the competency mapping.
Since you are not in a position to hire consultants,
1) I suggest you spare some time in studying ROLES & RESPONSIBILITIES - EMPLOYEE CATEGORY WISE.
2) You may seek support from respective Department heads to acquire RELEVANT/ A SET OF SKILLS & COMPETENCIES required for SUCCESSFUL JOB EXECUTION.
3) SKILLS are different from COMPETENCY. For example: A Electrical Engineer appointed as SUPERVISOR, given a team of 20 Technicians needs additional skills(competencies) to MANAGE his TEAM to achieve ORGANISATIONAL GOALS while delivering QUALITY OUTPUT. Competencies at Supervisory level includes - TEAM BUILDING, BUSINESS COMMUNICATION SKILLS, EFFECTIVE - PLANNING, ORGANISING, SCHEDULING, DELEGATION, MONITORING, SUPPORT, FEEDBACK, COMMUNICATION, LISTENING, INTERPERSONAL(ACROSS LEVELS), MENTORING & COACHING, LEADERSHIP SKILLS(DIRECTIVE / ADAPTIVE / SUPPORTIVE / COOPERATIVE / INFLUENTIAL), DECISION MAKING, CONFLICT & PROBLEM SOLVING, ABILITY TO DEAL WITH CUSTOMERS.
You need to define these specific competencies, accurately else the mapping process(measuring factors) will be cumbersome, biased and may sound like just assuming things. For example, "AIMING WITHOUT TARGET(GOAL) HAS NO USE" or "BUILDING CASTLES IN THE AIR"
You may also google it or search citehr database for basic help.
I suggest you to purchase ebook version from amazon.com "The Value-Added Employee," by Edward J. Cripe and Richard S. Mansfield,
Kindly develop your confidence level and start thinking creatively for better results as we all are blessed with many skills. No doubt, we learn by doing mistakes. But, the mistakes shouldn't be repeated intentionally.
We need to take risk to succeed in our lives else we will never progress nor taste success.
Good Luck.
With profound regards
From India, Chennai
288The concept of COMPETENCY MAPPING is a quite effective and a creative process. Without having knowledge about relevant skills & competencies about respective job/task/assignment execution strategies while co-relating with DESIGNATION, it will be very difficult for you to carry out the competency mapping.
Since you are not in a position to hire consultants,
1) I suggest you spare some time in studying ROLES & RESPONSIBILITIES - EMPLOYEE CATEGORY WISE.
2) You may seek support from respective Department heads to acquire RELEVANT/ A SET OF SKILLS & COMPETENCIES required for SUCCESSFUL JOB EXECUTION.
3) SKILLS are different from COMPETENCY. For example: A Electrical Engineer appointed as SUPERVISOR, given a team of 20 Technicians needs additional skills(competencies) to MANAGE his TEAM to achieve ORGANISATIONAL GOALS while delivering QUALITY OUTPUT. Competencies at Supervisory level includes - TEAM BUILDING, BUSINESS COMMUNICATION SKILLS, EFFECTIVE - PLANNING, ORGANISING, SCHEDULING, DELEGATION, MONITORING, SUPPORT, FEEDBACK, COMMUNICATION, LISTENING, INTERPERSONAL(ACROSS LEVELS), MENTORING & COACHING, LEADERSHIP SKILLS(DIRECTIVE / ADAPTIVE / SUPPORTIVE / COOPERATIVE / INFLUENTIAL), DECISION MAKING, CONFLICT & PROBLEM SOLVING, ABILITY TO DEAL WITH CUSTOMERS.
You need to define these specific competencies, accurately else the mapping process(measuring factors) will be cumbersome, biased and may sound like just assuming things. For example, "AIMING WITHOUT TARGET(GOAL) HAS NO USE" or "BUILDING CASTLES IN THE AIR"
You may also google it or search citehr database for basic help.
I suggest you to purchase ebook version from amazon.com "The Value-Added Employee," by Edward J. Cripe and Richard S. Mansfield,
Kindly develop your confidence level and start thinking creatively for better results as we all are blessed with many skills. No doubt, we learn by doing mistakes. But, the mistakes shouldn't be repeated intentionally.
We need to take risk to succeed in our lives else we will never progress nor taste success.
Good Luck.
With profound regards
From India, Chennai
Hi Khadir, Thank you so much for the suggestions! I will get back to you after following your suggestions! I appreciate your immediate response. Thanks, Karthika
From India, Hyderabad
From India, Hyderabad
Hi Sir, Really appreciate your in depth response for very important topic in HR. I will follow this and get back to you if having any doubts.
From India, Mumbai
From India, Mumbai
Hi, a complete competency framework for the IT industry can be downloaded from:SFIA Foundation | SFIA Home | SFIA Foundation
Joy
From United Kingdom, Manchester
Joy
From United Kingdom, Manchester
first requirement is the right knowledge.. a course on competence development etc from a good provider is the first step.
incomplete knowledge is dangerous.
next, let a gud consulting firm like KPMG design n implement...
you would be faced with a major issue, that there would be no one to correct the work that you are doing eg competence dictionary/ definitions etc
am a "certified performance and competence developer"
i can offer you limited help provided your fundamentals are in right order.
From India, Delhi
incomplete knowledge is dangerous.
next, let a gud consulting firm like KPMG design n implement...
you would be faced with a major issue, that there would be no one to correct the work that you are doing eg competence dictionary/ definitions etc
am a "certified performance and competence developer"
i can offer you limited help provided your fundamentals are in right order.
From India, Delhi
Dear All,
Greetings from Central Test!
We at Central Test design assessments for all your HR needs like Recruitment, Appraisal, Training and Analysis, Strategic HR Alignment, Competency Mapping which are suitable to all kinds of companies. Central Test provides scientifically validated assessments; customized training and consulting services.
Our psychometric solution helps you in:
• Recruitment Process
• Internal evaluation
• Training & Development
• Career management
I take this opportunity to invite you to visit the below link and subscribe few of our tests for free and see how our assessments & online platform works.
HR Solutions
In recruitment, psychometric will help you to identify the personality and competencies of an individual. It can also help you to identify his or her leadership style, team type, the impact he or she will have on a team and many other aspects.
Our online platform allows you to manage all your HR assessments independently. From your client account you can register candidates, send test invitations, view test results, and configure job requirements.
Every test published and distributed by Central Test has been validated by a team of psychologists specializing in the field of psychometrics. These tests are as per the international standards of scientific validation set out by the International Test Commission and the American Psychological Association.
Greetings from Central Test!
We at Central Test design assessments for all your HR needs like Recruitment, Appraisal, Training and Analysis, Strategic HR Alignment, Competency Mapping which are suitable to all kinds of companies. Central Test provides scientifically validated assessments; customized training and consulting services.
Our psychometric solution helps you in:
• Recruitment Process
• Internal evaluation
• Training & Development
• Career management
I take this opportunity to invite you to visit the below link and subscribe few of our tests for free and see how our assessments & online platform works.
HR Solutions
In recruitment, psychometric will help you to identify the personality and competencies of an individual. It can also help you to identify his or her leadership style, team type, the impact he or she will have on a team and many other aspects.
Our online platform allows you to manage all your HR assessments independently. From your client account you can register candidates, send test invitations, view test results, and configure job requirements.
Every test published and distributed by Central Test has been validated by a team of psychologists specializing in the field of psychometrics. These tests are as per the international standards of scientific validation set out by the International Test Commission and the American Psychological Association.
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Competency mapping.ppt
ART AND SCIENCE OF COMPETENCY MAPPING.doc