Friends, I have developed a format for competency identification. Please go through and provide me with your inputs. Regards, Shijit.
From India, Kochi
122From India, Kochi
Sorry what i attached earlier was open office file. This wont be accepted by cite hr. Please find the attachment now in pdf
From India, Kochi
From India, Kochi
Hey, This seems good. I suggest to think in lines of 'role based competancy identification'. RAM Akella Manager-Group HR Hyderabad
From India, Delhi
From India, Delhi
Yes, 'role based' we have already identified. Objective of identifying 'process/activity based' is to integrate both. This will ensure that the role competencies would fulfill the requirement of process/activity so that there wont be any mismatch between both. Essence is to define the role with the activity/process in the best possible manner.
From India, Kochi
From India, Kochi
hi <link outdated-removed>
I have gone through your format & it is really good to make the format comprehensive you need to had one more column, such has planned activity / process & unplanned activity / process, this will give the exact information of an individual performing in the organization within his / her profile for eg: the hr manager is given temporary in charge of administration or vendor development this kind of activities are called multifaceted activity which he or she performs in additions to there profile is an extra assignment this has to be indicated under unplanned activity / process the regular profile one conducts as to be shown under planned activity / process. I hope you understood the concept.
From India, Bangalore
I have gone through your format & it is really good to make the format comprehensive you need to had one more column, such has planned activity / process & unplanned activity / process, this will give the exact information of an individual performing in the organization within his / her profile for eg: the hr manager is given temporary in charge of administration or vendor development this kind of activities are called multifaceted activity which he or she performs in additions to there profile is an extra assignment this has to be indicated under unplanned activity / process the regular profile one conducts as to be shown under planned activity / process. I hope you understood the concept.
From India, Bangalore
Hi Shijit, The competency matrix is very much generalised. It should be customised to department or role based. — Shash
From India, Delhi
From India, Delhi
Hi good start but i think a bit more specificity is required. I understand u r planning on combining role based along with this format,however you could have some predefined KRA's in the column on skills /competencies required. based on the activity/ processes (these again should be clearly spelled out). leave a few blank rows for any additional inputs that may be overlooked. I know this adds to your work as u will have to do a little research on each job before filling in the to columns.... but it will make the task easier for the job holder and help recall (when they r thick into heir job they lose sight of what all they do) also it saves time and u will get a better hit rate.
Also invest some time in a pilot study.
One thing that worked for me ....i asked a few job holders to fill in their KRA's and used it as a format for my template ....and hen added more points based on a pilot study. Another useful tool is a study of their appraisals.
hope this input comes of use to u
all the best
R
From India, Pune
Also invest some time in a pilot study.
One thing that worked for me ....i asked a few job holders to fill in their KRA's and used it as a format for my template ....and hen added more points based on a pilot study. Another useful tool is a study of their appraisals.
hope this input comes of use to u
all the best
R
From India, Pune
Hi good start but i think a bit more specificity is required. I understand u r planning on combining role based along with this format,however you could have some predefined KRA's in the column on skills /competencies required. based on the activity/ processes (these again should be clearly spelled out). leave a few blank rows for any additional inputs that may be overlooked. I know this adds to your work as u will have to do a little research on each job before filling in the to columns.... but it will make the task easier for the job holder and help recall (when they r thick into heir job they lose sight of what all they do) also it saves time and u will get a better hit rate.
Also invest some time in a pilot study.
One thing that worked for me ....i asked a few job holders to fill in their KRA's and used it as a format for my template ....and then added more points based on a pilot study. Another useful tool is a study of their appraisals.
hope this input comes of use to u
all the best
R
From India, Pune
Also invest some time in a pilot study.
One thing that worked for me ....i asked a few job holders to fill in their KRA's and used it as a format for my template ....and then added more points based on a pilot study. Another useful tool is a study of their appraisals.
hope this input comes of use to u
all the best
R
From India, Pune
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Copy of TRAINING NEED IDENTIFICATION FORMAT.doc
LTC FORM FORMAT.xls