Hi All.....
Hope all are doing great!
After a long gap, again I came back with one query. In our office we have to introduce Competency Mapping concept. I need to work for Competency Mapping for Entry
Level, Middle Management & Senior Management Level.
following is the framework we have decided, but now I am not able to design exact questionnaires for all the departments. I am not able to understand what exactly should
be included in these skills/ competencies. My HOD has asked me to present process & complete the task independently asap. I am handling this for the first time and
confused about how to finish it as early as possible. Please suggest & provide data like questionnaires. following is the framework for it.
LEVELS Skills
Functional Social Leadership
Senior System Design Influencing Decision Making
Strategic Thinking
Resource Management
Middle Process Design Coaching Problem Solving
Emotional Intelligence Delegation
Articulation Time Management
Entry Operative Teamwork Kaizen
Communication 5S
From India, Pune
6Hope all are doing great!
After a long gap, again I came back with one query. In our office we have to introduce Competency Mapping concept. I need to work for Competency Mapping for Entry
Level, Middle Management & Senior Management Level.
following is the framework we have decided, but now I am not able to design exact questionnaires for all the departments. I am not able to understand what exactly should
be included in these skills/ competencies. My HOD has asked me to present process & complete the task independently asap. I am handling this for the first time and
confused about how to finish it as early as possible. Please suggest & provide data like questionnaires. following is the framework for it.
LEVELS Skills
Functional Social Leadership
Senior System Design Influencing Decision Making
Strategic Thinking
Resource Management
Middle Process Design Coaching Problem Solving
Emotional Intelligence Delegation
Articulation Time Management
Entry Operative Teamwork Kaizen
Communication 5S
From India, Pune
Competence is not enough
80% of employees self-report that they are not engaged.
80% of managers are ill suited to effectively manage people.
The two 80 percents are closely related.
Employers keep hiring the wrong people to be their managers and then they wonder why they have so few engaged employees. Successful employees have all three of the following success predictors while unsuccessful employee lack one or two and usually it is Job Talent that they lack.
1. Competence
2. Cultural Fit
3. Job Talent
Employers do a…
A. GREAT job of hiring competent employees, about 95%
B. good job of hiring competent employees who fit the culture, about 70%
C. POOR job of hiring competent employees who fit the culture and who have a talent for the job, about 20%
Identifying the talent required for each job seems to be missing from talent and management discussions. If we ignore any of the three criteria, our workforce will be less successful with higher turnover than if we do not ignore any of the three criteria.
1. Competence
2. Cultural Fit
3. Job Talent
There are many factors to consider when hiring and managing talent but first we need to define talent unless \"hiring talent\" means \"hiring employees.\" Everyone wants to hire for and manage talent but if we can\'t answer the five questions below with specificity, we can\'t hire or manage talent effectively.
1. How do we define talent?
2. How do we measure talent?
3. How do we know a candidate’s talent?
4. How do we know what talent is required for each job?
5. How do we match a candidate’s talent to the talent demanded by the job?
Most managers cannot answer the five questions with specificity but the answers provide the framework for hiring successful employees and creating an engaged workforce.
Talent is not found in resumes or interviews or background checks or college transcripts.
Talent must be hired since it cannot be acquired or imparted after the hire.
30
From United States, Chelsea
80% of employees self-report that they are not engaged.
80% of managers are ill suited to effectively manage people.
The two 80 percents are closely related.
Employers keep hiring the wrong people to be their managers and then they wonder why they have so few engaged employees. Successful employees have all three of the following success predictors while unsuccessful employee lack one or two and usually it is Job Talent that they lack.
1. Competence
2. Cultural Fit
3. Job Talent
Employers do a…
A. GREAT job of hiring competent employees, about 95%
B. good job of hiring competent employees who fit the culture, about 70%
C. POOR job of hiring competent employees who fit the culture and who have a talent for the job, about 20%
Identifying the talent required for each job seems to be missing from talent and management discussions. If we ignore any of the three criteria, our workforce will be less successful with higher turnover than if we do not ignore any of the three criteria.
1. Competence
2. Cultural Fit
3. Job Talent
There are many factors to consider when hiring and managing talent but first we need to define talent unless \"hiring talent\" means \"hiring employees.\" Everyone wants to hire for and manage talent but if we can\'t answer the five questions below with specificity, we can\'t hire or manage talent effectively.
1. How do we define talent?
2. How do we measure talent?
3. How do we know a candidate’s talent?
4. How do we know what talent is required for each job?
5. How do we match a candidate’s talent to the talent demanded by the job?
Most managers cannot answer the five questions with specificity but the answers provide the framework for hiring successful employees and creating an engaged workforce.
Talent is not found in resumes or interviews or background checks or college transcripts.
Talent must be hired since it cannot be acquired or imparted after the hire.
30
From United States, Chelsea
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Competency mapping.ppt
ART AND SCIENCE OF COMPETENCY MAPPING.doc