i am doing my summer project at Sterlite industries(i) ltd.,Silvassa. I am doing a project on "effectiveness of competency mapping".the act-up(accelerated competency tracking and up-gradation program) is a program through which the competent employees are found out.now the problem is i am unable to proceed further.i have to prepare the questionnaire. Now which book or person can help me in this situation.if possible plz suggest. sorry for any inconvenience caused. Actually the topic has got changed like this. i will give u the details tomorrow.sorry for any inconvenience caused.
From India, Ahmadabad
From India, Ahmadabad
Hi,
Effectiveness of competency mapping can be studied if your organization has already implemented CBM Process. Anyway in studying what are the competencies required for assessing various roles. there i can help you even in building a questionnaire.
just clarify your requirement and respond back
Regards
Dr. Kavita R Shanmughan
From India, Madras
7Effectiveness of competency mapping can be studied if your organization has already implemented CBM Process. Anyway in studying what are the competencies required for assessing various roles. there i can help you even in building a questionnaire.
just clarify your requirement and respond back
Regards
Dr. Kavita R Shanmughan
From India, Madras
Pol. Cl.6.Act-Up:---
Accelerated competency mapping and upgradation program.
Objective:
Identification of Individuals who are bright,skilled,promising
1. for higher responsibilities.
2. Job rotation.
3. Role enhancement
4. living up to the sterlite group philosophy of
a) Nurturing and encouraging talent.
b) Building competencies ,helping employees realise their potential and providing opportunities for org. and individuals growth.
5. Harnessing the wealth of technical expertise available in various pockets for the benefit of the company as well as the group.
EVALUATION PROCESS
1. written test
2. Individuals Presentation
3. Group work
4. Panel Interaction
5. Psychometric Test
8-10% of total workforce as Fast-Trackers. Cover above M-7 and progrss to below M-7 grade or equivalent.
Career Path for personal value added growth.
BLG selected---Individuals.-----Business Leadership Group.
Eligiblity Criteria:
Below 35 years of age
-Grade: M3 - M7
-Excluding Trainees & Probationers
-Performance appraisal rating: last three appraisal with minimum two very good and one good
Hyothesis:
Competency mapping or Act-up is effective.
Test:
÷^2 Test: Observed data and Expected data to be calculated.
Questionnaire:---
1. To the stars
2. About the act-up process
3. Other Employees falling under M3-M7
4. General Questions
To the stars:---
Name Of Employee:-
Employee Code:- Date:--
Specific skill evaluated is effective or not?
What are the Additional responsibilities they have got?
The level of motivation has improved?
How much Individual goal is in line with the Organisational goal?
Was that helpful in giving them better opportunities?
Was it effective to put the right person on the right job?
(Square Peg in the Round Hole)
360 appraisal.
With the increased responsibility, are they ready to accept any new change in the org.
The scattered expertise was effectively utilized or not?
Maximum utilization of capabilities of the employee or not?
Was the process effective in judging the analytical ability of the employee?
Process was effective in making the employees think strategically?
Process was effective in developing all the competent employee?
The process helped in developing the entrepreneur drive?
The process helped employee understand the global trend and standards?
How much cost-effective method the employees can apply?
Team commitment has increased or not?
Effectiveness of the test like I.Q.E.Q,.Case Study ,Psychometric test,Competency test 1&2.
Questions based on KRAs/KPOs.
What are the KRAs and KPOs of each employees?
Content Analysis
-Group behaviours
-Match behaviours to competencies
-Evolve new set of competencies if any
-Match behaviour indicators to the new competencies identified.
-Review the model and make corrections
1. Can I have a look at your appraisal forms? (Please attach one copy of Performance Appraisal form) You may please note that most companies have the Appraisal Form in various sections or parts. Usually,
Ans-
Part A-is where KRAs/KPAs/Objectives used to be defined.
Part B-is where details about competencies used to be defined.
State the reasons for not getting selected by act-up process specify it clearly
Other Employee who have Participated in the act –up process:
What should be the necessary modification in the act-up Process?
1. Asking detail training report from the participant.
2. Organising knowledge sharing session
3. Observing change in behaviour / attitude
4. Performance Apprisal
5.Giving specific task and getting feedback from the superior
From India, Ahmadabad
Accelerated competency mapping and upgradation program.
Objective:
Identification of Individuals who are bright,skilled,promising
1. for higher responsibilities.
2. Job rotation.
3. Role enhancement
4. living up to the sterlite group philosophy of
a) Nurturing and encouraging talent.
b) Building competencies ,helping employees realise their potential and providing opportunities for org. and individuals growth.
5. Harnessing the wealth of technical expertise available in various pockets for the benefit of the company as well as the group.
EVALUATION PROCESS
1. written test
2. Individuals Presentation
3. Group work
4. Panel Interaction
5. Psychometric Test
8-10% of total workforce as Fast-Trackers. Cover above M-7 and progrss to below M-7 grade or equivalent.
Career Path for personal value added growth.
BLG selected---Individuals.-----Business Leadership Group.
Eligiblity Criteria:
Below 35 years of age
-Grade: M3 - M7
-Excluding Trainees & Probationers
-Performance appraisal rating: last three appraisal with minimum two very good and one good
Hyothesis:
Competency mapping or Act-up is effective.
Test:
÷^2 Test: Observed data and Expected data to be calculated.
Questionnaire:---
1. To the stars
2. About the act-up process
3. Other Employees falling under M3-M7
4. General Questions
To the stars:---
Name Of Employee:-
Employee Code:- Date:--
Specific skill evaluated is effective or not?
What are the Additional responsibilities they have got?
The level of motivation has improved?
How much Individual goal is in line with the Organisational goal?
Was that helpful in giving them better opportunities?
Was it effective to put the right person on the right job?
(Square Peg in the Round Hole)
360 appraisal.
With the increased responsibility, are they ready to accept any new change in the org.
The scattered expertise was effectively utilized or not?
Maximum utilization of capabilities of the employee or not?
Was the process effective in judging the analytical ability of the employee?
Process was effective in making the employees think strategically?
Process was effective in developing all the competent employee?
The process helped in developing the entrepreneur drive?
The process helped employee understand the global trend and standards?
How much cost-effective method the employees can apply?
Team commitment has increased or not?
Effectiveness of the test like I.Q.E.Q,.Case Study ,Psychometric test,Competency test 1&2.
Questions based on KRAs/KPOs.
What are the KRAs and KPOs of each employees?
Content Analysis
-Group behaviours
-Match behaviours to competencies
-Evolve new set of competencies if any
-Match behaviour indicators to the new competencies identified.
-Review the model and make corrections
1. Can I have a look at your appraisal forms? (Please attach one copy of Performance Appraisal form) You may please note that most companies have the Appraisal Form in various sections or parts. Usually,
Ans-
Part A-is where KRAs/KPAs/Objectives used to be defined.
Part B-is where details about competencies used to be defined.
State the reasons for not getting selected by act-up process specify it clearly
Other Employee who have Participated in the act –up process:
What should be the necessary modification in the act-up Process?
1. Asking detail training report from the participant.
2. Organising knowledge sharing session
3. Observing change in behaviour / attitude
4. Performance Apprisal
5.Giving specific task and getting feedback from the superior
From India, Ahmadabad
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Competency mapping.ppt
ART AND SCIENCE OF COMPETENCY MAPPING.doc