Hi Dr. Kavita,
Thanls for sharing such a comprehensive view of the Mapping Process.
Would request you to illustrate every step with an example. This would surely help us in better understanding of competency mapping.
Warm Regards,
Mayuri Ghosh
From India, Mumbai
Thanls for sharing such a comprehensive view of the Mapping Process.
Would request you to illustrate every step with an example. This would surely help us in better understanding of competency mapping.
Warm Regards,
Mayuri Ghosh
From India, Mumbai
Hai nikhil,
Is not competency model a list of competencies?
No, according to me competency model helps an individual to understand the process and the objective of the competency mapping.
For understanding the gap of hiring, my personal view is a structured interview after understanding thoroughly the job responsbilities as well as the required attitude or traits.
I am already working on the recruitment model and hope soon I can share the knowledge with you all.
Regards
Kavita
From India, Madras
7Is not competency model a list of competencies?
No, according to me competency model helps an individual to understand the process and the objective of the competency mapping.
For understanding the gap of hiring, my personal view is a structured interview after understanding thoroughly the job responsbilities as well as the required attitude or traits.
I am already working on the recruitment model and hope soon I can share the knowledge with you all.
Regards
Kavita
From India, Madras
Hi Dr. Kavita,
This is excellent and you will not believe, we had a dsicussion regarding the same topic & i ahve been chosen for this exercise in my organization. The training is next week. And Bang! I happened to see this topic here...was enthralled....Thanks for sharing this with all of us.
-Deepa
From India
This is excellent and you will not believe, we had a dsicussion regarding the same topic & i ahve been chosen for this exercise in my organization. The training is next week. And Bang! I happened to see this topic here...was enthralled....Thanks for sharing this with all of us.
-Deepa
From India
Hi everyone....
Thanks Dr Kavita, Arvind and all who have put there efforts to provide us some very importsnt information to understand the process of COMPETENCY MAPPING............
Well,
I am SHIPRA CHAUBEY, working as an HR executive with a SONA group Company "Sona SOmic Lemforder Components LTD", my organization is basically into manufacturing of auto mobile parts...... where we have a machine shop and Cold forging plant
We have Officers of following level :( LIST 1)
1) A.M
2) Sr Engineer
3) Section Engineer
4) Jr Engineer
5) Engineer
6) G.E.T.
Other then these we have (LIST 2)
1)D. E. T.'s
2)ITI
3)Casuals
Seniors, not elaborating it more is that i have prepared a Self Performance appraisal form duley for ( LIST 1) attached, and 2 more forms i have made for appraisal of the senior staff ( LIST 1)
My boss wants me to prepare it for each department and the following people...
1) ITI
2) DET
3) GET
4) Engineer and above ,
for the following Department:
1) Engineering
2)MArketing
3)Quality
4)Materials
5)Production
6)Change management
7)accounts
8) Projects
I know i have asked a lot, but can you plz help me as i am not a technical person, what shud be different in each level and each department.
waiting for a reply positively
With due regards
SHIPRA CHAUBEY
9911555661
www.sonagroup.com
From India, Gurgaon
Thanks Dr Kavita, Arvind and all who have put there efforts to provide us some very importsnt information to understand the process of COMPETENCY MAPPING............
Well,
I am SHIPRA CHAUBEY, working as an HR executive with a SONA group Company "Sona SOmic Lemforder Components LTD", my organization is basically into manufacturing of auto mobile parts...... where we have a machine shop and Cold forging plant
We have Officers of following level :( LIST 1)
1) A.M
2) Sr Engineer
3) Section Engineer
4) Jr Engineer
5) Engineer
6) G.E.T.
Other then these we have (LIST 2)
1)D. E. T.'s
2)ITI
3)Casuals
Seniors, not elaborating it more is that i have prepared a Self Performance appraisal form duley for ( LIST 1) attached, and 2 more forms i have made for appraisal of the senior staff ( LIST 1)
My boss wants me to prepare it for each department and the following people...
1) ITI
2) DET
3) GET
4) Engineer and above ,
for the following Department:
1) Engineering
2)MArketing
3)Quality
4)Materials
5)Production
6)Change management
7)accounts
8) Projects
I know i have asked a lot, but can you plz help me as i am not a technical person, what shud be different in each level and each department.
waiting for a reply positively
With due regards
SHIPRA CHAUBEY
9911555661
www.sonagroup.com
From India, Gurgaon
Hi All CiteHR members !
At the Outset THANKs to Dr. Kavita for sharing such valuable information on Competency Mapping and BEI which is a very good illustration ! :)
Well Ms. Shipra, so far as any Automobile Ancilliary Manufacturing is concerned, the things which you have mentioned about the type of technical grades and the various departments that you have will all be a standard requirement with any Automobile Co.
So far as Various Technical Grades that you have mentioned can be understood as following :-
1. ITI - These are the Lowest in the Technical Grade and their career growth is mostly trade oriented !
2. DET - They are the Junior Enggr. level people holding the Diploma Engineers Trainees Grade and they may eventually after a very long period of Experience may be promoted to an Engineer level.
3. GET - These are the Graduate Engineer Trainees who are the people who generally go till the position of Senior Manager and General Manager positions in their own technical field and then if they are from Mechanical/Automobile field may go as high as VP operations etc.
In some companies even the Post Graduate Engineers i.e. M.Tech.'s also start one grade Senior (E.g. Sr. Engineer etc.) in their respective department or technical field.
Then you also have to do the Career Growth plan for the other Non-Technical people in ur Organisation such as for Accounts & Finance people, Administration HR & General Affairs Deptt., Commercial & Purchase Deptt., Stores, Despatch and Logistics deptt.s etc. depending on the qualification & experience of the employees in the respective deptt.s , its also improtant to consider their current year's contribution towards organisational goals as well !
This is just in short to share with u a little concept of the same !
Wish u all the best for your assignment ! :)
Regards,
Pankaj Kumar Sinha
GURGAON.
--------------------------------------------------------------------------------------
"MEDITATION IS THE ONLY WAY YOU CAN GROW...
BECAUSE WHEN YOU MEDITATE,
YOU ARE IN SILENCE.
YOU ARE IN THOUGHTLESS AWARENESS.
THEN THE GROWTH OF AWARENESS TAKES PLACE."
Visit www.sahajayoga.org to know more about the true experience of meditation
From India, Delhi
At the Outset THANKs to Dr. Kavita for sharing such valuable information on Competency Mapping and BEI which is a very good illustration ! :)
Well Ms. Shipra, so far as any Automobile Ancilliary Manufacturing is concerned, the things which you have mentioned about the type of technical grades and the various departments that you have will all be a standard requirement with any Automobile Co.
So far as Various Technical Grades that you have mentioned can be understood as following :-
1. ITI - These are the Lowest in the Technical Grade and their career growth is mostly trade oriented !
2. DET - They are the Junior Enggr. level people holding the Diploma Engineers Trainees Grade and they may eventually after a very long period of Experience may be promoted to an Engineer level.
3. GET - These are the Graduate Engineer Trainees who are the people who generally go till the position of Senior Manager and General Manager positions in their own technical field and then if they are from Mechanical/Automobile field may go as high as VP operations etc.
In some companies even the Post Graduate Engineers i.e. M.Tech.'s also start one grade Senior (E.g. Sr. Engineer etc.) in their respective department or technical field.
Then you also have to do the Career Growth plan for the other Non-Technical people in ur Organisation such as for Accounts & Finance people, Administration HR & General Affairs Deptt., Commercial & Purchase Deptt., Stores, Despatch and Logistics deptt.s etc. depending on the qualification & experience of the employees in the respective deptt.s , its also improtant to consider their current year's contribution towards organisational goals as well !
This is just in short to share with u a little concept of the same !
Wish u all the best for your assignment ! :)
Regards,
Pankaj Kumar Sinha
GURGAON.
--------------------------------------------------------------------------------------
"MEDITATION IS THE ONLY WAY YOU CAN GROW...
BECAUSE WHEN YOU MEDITATE,
YOU ARE IN SILENCE.
YOU ARE IN THOUGHTLESS AWARENESS.
THEN THE GROWTH OF AWARENESS TAKES PLACE."
Visit www.sahajayoga.org to know more about the true experience of meditation
From India, Delhi
Hi shipra
If you are looking appraisal based on competency then I think you have chosen a right path. Its my opinion that there exists cultural difference from organization to organization and therfore cant benchmark any standard set of competencies. My suggested approach for finding the competency is:
You can conduct a BEI for the superior performers and understand the key requirements of the job. Sit with the top most officials and validate the process with them to understand whether you have covered the essential competencies. Here again you can have a competency model. Based on the model then you can look for the following parameters.
1) Identify job performance standards and measures.
2) Identify job behaviors required to accomplish specific job tasks, and meet job responsibilities.
3) Clarity on the expected level of performance.
CEO's Model:
Fundamental competencies (across levels and across functions)
Leadership competencies (across levels)
Functional competencies (across functions)
Regards
Dr. Kavita R. Shanmughan
From India, Madras
If you are looking appraisal based on competency then I think you have chosen a right path. Its my opinion that there exists cultural difference from organization to organization and therfore cant benchmark any standard set of competencies. My suggested approach for finding the competency is:
You can conduct a BEI for the superior performers and understand the key requirements of the job. Sit with the top most officials and validate the process with them to understand whether you have covered the essential competencies. Here again you can have a competency model. Based on the model then you can look for the following parameters.
1) Identify job performance standards and measures.
2) Identify job behaviors required to accomplish specific job tasks, and meet job responsibilities.
3) Clarity on the expected level of performance.
CEO's Model:
Fundamental competencies (across levels and across functions)
Leadership competencies (across levels)
Functional competencies (across functions)
Regards
Dr. Kavita R. Shanmughan
From India, Madras
Dear Arvind,
The infrmation provided by you is very good and precise. I have jopined a new company( manufacturing & exporter). I have to carry out competency mapping of employee. Could you please send me some more information on this topic and what are the competencies required for technical staff.
Regards
Suresh
From India, Jaipur
The infrmation provided by you is very good and precise. I have jopined a new company( manufacturing & exporter). I have to carry out competency mapping of employee. Could you please send me some more information on this topic and what are the competencies required for technical staff.
Regards
Suresh
From India, Jaipur
Dr Kavita, Can i have your mail ID ..I am working in a maufacturing cum FMCG company..want to start the BEI process in our company.. Looking forward for a fast reply..Thanks Taranpreet
From India, Delhi
From India, Delhi
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Competency Mapping Process.doc
Competency mapping.ppt