Dear all, Attaching file on competency mapping process. If any queries do respond back Regards Dr. Kavita R Shanmughan OD Facilitator Centre for Excellence in Organization Pvt Ltd.
From India, Madras
7From India, Madras
Hi Dr. Kavita,
Thanks for the piece of information you have shared with all. But I do have a doubt to be sorted out. During competency mapping do we have to prepare the competency dictionary and indicators based on the superior performers of the own organization or we could consider the best performers of other organizations who all are working in the similar area. Kindly clarify the issue.
Regards,
Sumir.
From India, Madras
Thanks for the piece of information you have shared with all. But I do have a doubt to be sorted out. During competency mapping do we have to prepare the competency dictionary and indicators based on the superior performers of the own organization or we could consider the best performers of other organizations who all are working in the similar area. Kindly clarify the issue.
Regards,
Sumir.
From India, Madras
It is better to have one's own organization as the standard as the requirements of the organization differs. Whn preparing a competency dictionary, you can very well describe the indicators in such a manner that it can be used for all the organization. For example
Customer Sensitivity:
Level 1: you can have indicators relating to the understanding of the explicit needs of the customer.
Level 2: you can have indicators relating to the implicit needs of the customer
Level 3: you can have indicators relating to the solutions in relation to the organization
Level 4: you can have indicators relating to establishing the culture in the organization as well as the proactive action from the employees end.
Regards
Dr. Kavita R Shanmughan
From India, Madras
Customer Sensitivity:
Level 1: you can have indicators relating to the understanding of the explicit needs of the customer.
Level 2: you can have indicators relating to the implicit needs of the customer
Level 3: you can have indicators relating to the solutions in relation to the organization
Level 4: you can have indicators relating to establishing the culture in the organization as well as the proactive action from the employees end.
Regards
Dr. Kavita R Shanmughan
From India, Madras
Dear Kavita,
Please Don't mind. I have added few thoughts in the concept.
"If you don't keep score, you're only practicing." - Vince Lombardi
Competency profiling is business/company specific. Competency profiling cannot be bought ‘off the shelf ‘. Before undertaking competency profiling HR Professionals should pose certain objectives relating to the following issues:
It is imperative to know the levels of competency such as [color=red]practical competency [/color](An employee’s demonstrated ability to perform a set of tasks) Foundational competence (An employee’s demonstrated understanding of what and why he / she is doing) Reflexive competence (An employee’s ability to integrate actions with the understanding of the action so that he / she learns from those actions and adapts to the changes as and when they are required) and Applied competence (An employee’s demonstrated ability to perform a set of tasks with understanding and reflexivity)
Interestingly losey opens competency as a function of Intelligence, education, experience, ethics and interest. His equation is:
Competency = Intelligence + education + Experience + Ethics + Interest.
In order to integrate competencies with business process the following steps are to be taken.
First Step
Activities of any organisation have to result into economic value to the customer directly or indirectly. In the business world, organisations are interested only in the products and services required by the customers. Therefore organisations have to define their OUTCOMES.
Second Step
Then organisations have to define their business process to enable them to deliver outcomes to customer requirements in a brief time at an economical cost with out sacrificing quality.
Third Step
Then companies have to define the time, cost and quality standards of each task of the business process.
Fourth Step
Then define the competencies required for each task in terms of knowledge, skills and attitudes to complete the task within the quality standards defined.
Fifth Step
The crucial element of defining competencies is the one that relates to behavioural indicators for each competency. Behaviour indicators essentially talk about the evidence of competence or otherwise.
Arvind Singh
9213998535
From India, New Delhi
Please Don't mind. I have added few thoughts in the concept.
"If you don't keep score, you're only practicing." - Vince Lombardi
Competency profiling is business/company specific. Competency profiling cannot be bought ‘off the shelf ‘. Before undertaking competency profiling HR Professionals should pose certain objectives relating to the following issues:
- Have clear understanding of my company’s business environment vis-à-vis competencies required to survive in the fast changing business scenario.
Perceptions of the word competency (Definitions).
Perceptions of executives and employees on their own competencies?
Purpose of competency profiling.
Process of assessment of the competencies.
Validity of assessment process the +ve and -fe qualities of executives..
Logic for identifying and establishing the difference (criticality) in competence requirements for managers at different levels of work.
Methodology for developing / customizing competency profiling.
Integrate competencies with the HR systems in the organsiation.
Organizational change management approach to support the introduction of competencies.
Likely issues that may come up as resistance with executive associations and trade unions while introducing the competency profiling.
Link the competencies to the work product outcomes or tasks those employees must be able to perform to be successful in the job.
Competencies by definition reflect the knowledge, skills, abilities or other attributes employees require for effective or successful performance
It is imperative to know the levels of competency such as [color=red]practical competency [/color](An employee’s demonstrated ability to perform a set of tasks) Foundational competence (An employee’s demonstrated understanding of what and why he / she is doing) Reflexive competence (An employee’s ability to integrate actions with the understanding of the action so that he / she learns from those actions and adapts to the changes as and when they are required) and Applied competence (An employee’s demonstrated ability to perform a set of tasks with understanding and reflexivity)
Interestingly losey opens competency as a function of Intelligence, education, experience, ethics and interest. His equation is:
Competency = Intelligence + education + Experience + Ethics + Interest.
In order to integrate competencies with business process the following steps are to be taken.
First Step
Activities of any organisation have to result into economic value to the customer directly or indirectly. In the business world, organisations are interested only in the products and services required by the customers. Therefore organisations have to define their OUTCOMES.
Second Step
Then organisations have to define their business process to enable them to deliver outcomes to customer requirements in a brief time at an economical cost with out sacrificing quality.
Third Step
Then companies have to define the time, cost and quality standards of each task of the business process.
Fourth Step
Then define the competencies required for each task in terms of knowledge, skills and attitudes to complete the task within the quality standards defined.
Fifth Step
The crucial element of defining competencies is the one that relates to behavioural indicators for each competency. Behaviour indicators essentially talk about the evidence of competence or otherwise.
Arvind Singh
9213998535
From India, New Delhi
Dear Dr. Kavita/ Arvind,
I found both of ur write-ups quite informative and interesting. Thanks a ton for the efforts put in.
@ Dr. Kavita,
You definitely showed us a corrective path to do right competency mapping for the employees, but i wud be more happy if u or someone can send some questionnaire /format that might help us to carry on this activity Live in our respective orgainsations. Can u plz upload some format for Competency Mapping?
Thanks in anticipation.
Regards,
Parul.
From India, Delhi
I found both of ur write-ups quite informative and interesting. Thanks a ton for the efforts put in.
@ Dr. Kavita,
You definitely showed us a corrective path to do right competency mapping for the employees, but i wud be more happy if u or someone can send some questionnaire /format that might help us to carry on this activity Live in our respective orgainsations. Can u plz upload some format for Competency Mapping?
Thanks in anticipation.
Regards,
Parul.
From India, Delhi
Dear Arvind,
I appreciate your thoughts.
I have not described the procedure in detail which i felt when required by people i will share with them.
Ours is a consulting firm and personally i have been involved in the CBM process for the companies like Pepsi and Brakes India.
Thanks for the valuable views.
Regards
Dr. Kavita R Shanmughan
From India, Madras
I appreciate your thoughts.
I have not described the procedure in detail which i felt when required by people i will share with them.
Ours is a consulting firm and personally i have been involved in the CBM process for the companies like Pepsi and Brakes India.
Thanks for the valuable views.
Regards
Dr. Kavita R Shanmughan
From India, Madras
I am attaching a file on BEI. It has net browdsed content.
We usually carry BEI to understand the roles and functions as well as during assessment centre to map the competency of an individual.
BEI helps in understanding the individual potential that has been demonstrated by him/her. Emphasis is on understanding what actually the individual has demonstrated in the form of knowledge skills and attitudes.
Hope that replies your queries
Regards
Dr. Kavita R. Shanmughan
From India, Madras
We usually carry BEI to understand the roles and functions as well as during assessment centre to map the competency of an individual.
BEI helps in understanding the individual potential that has been demonstrated by him/her. Emphasis is on understanding what actually the individual has demonstrated in the form of knowledge skills and attitudes.
Hope that replies your queries
Regards
Dr. Kavita R. Shanmughan
From India, Madras
Hi,
we ourself are a consultant who are providing services on CBM. We had conducted many CBM initiativies in India as well as abroad. Some of our client list for CBM are HPCL, Pepsico, Matrix Lab, Du Pont Fibres, Kobe precision......... In India recently we are working for Brakes India Foundry.
We have our office in chennai, hyderabad, bangalore, haridwar in India and also abroad we have office in Malaysia, Dubai and Indonesia.
Our concern is:
Centre for Excellence in Organization Pvt. Ltd.
From India, Madras
we ourself are a consultant who are providing services on CBM. We had conducted many CBM initiativies in India as well as abroad. Some of our client list for CBM are HPCL, Pepsico, Matrix Lab, Du Pont Fibres, Kobe precision......... In India recently we are working for Brakes India Foundry.
We have our office in chennai, hyderabad, bangalore, haridwar in India and also abroad we have office in Malaysia, Dubai and Indonesia.
Our concern is:
Centre for Excellence in Organization Pvt. Ltd.
From India, Madras
Dear Kavita,
It is so nice to know that you have done lot of work in the field of competency mapping. I was also involved into redefining competency model and conducting assessment centers in Pepsico. Earlier it was evolved by my previous organization and it needs to be reviewed and modified once in two year span. I also handled competency based psychometric tool development and assessment for all the entry levels in aforesaid organization. It was really a nice experience to work with them.
From India, New Delhi
It is so nice to know that you have done lot of work in the field of competency mapping. I was also involved into redefining competency model and conducting assessment centers in Pepsico. Earlier it was evolved by my previous organization and it needs to be reviewed and modified once in two year span. I also handled competency based psychometric tool development and assessment for all the entry levels in aforesaid organization. It was really a nice experience to work with them.
From India, New Delhi
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Competency Mapping Process.doc
Competency mapping.ppt