I am an employee of a manufacturing organization as Dy manger. now I am gone through the development center for promotion, where our competency is a map by the external consultant but my all competency lying in medium proficiency and i want to improve that competency from medium to higher competency. the map competency is business acumen, communication, influencing, openness to learning, execution excellence, customer orientation, people development and the event carried out are group discussion, role play, problem-solving preparation, behavioral event interview, problem-solving example, in the basket, team game. so my problem is how I can improve the competency and actually how they identified the competency from the particular event please help.
From India, Pune
3From India, Pune
Dear Surkar
Competency mapping is a complete subject in itself, where through job roles the competencies are identified and then mapped according to the desired level.
( competency dictionary)
To improve on your current level you can join short term courses on soft skills . These courses are imparted by various institutions. Alternatively the company also arranges the training programmes inhouse.
You can explore the opportunities and rise your level.
All the best.
Regards
Tabassum
From India, Mumbai
Competency mapping is a complete subject in itself, where through job roles the competencies are identified and then mapped according to the desired level.
( competency dictionary)
To improve on your current level you can join short term courses on soft skills . These courses are imparted by various institutions. Alternatively the company also arranges the training programmes inhouse.
You can explore the opportunities and rise your level.
All the best.
Regards
Tabassum
From India, Mumbai
Dear Friends,
As a practitioner and consultant in the management field little over 25 years I may like to add my suggestion in the context of learning and competency mapping of the employees in different times of their career development.
1. First of all the areas of development in management function is varied depending on the educational background and core functional performance.
2. No tool can effectively develop all the areas at a time. It means it is a journey with a lot of milestones to cross with bumpers.
3. The individuals have to gain the experience and responsibilities over a period period. It is like asking a 25 years old individuals to think and act like 50 years old always. This happens obviously over a period of time only.
4. Competency is a holistic approach that shapes overall personality of the persons internally with lot of uncertainties.
5. Depending on the role one takes in the company one can make the beginning definitely.
To start with one can develop the competency in the following :
1. Oral, written communication and presentation skills. This is absolutely mandatory. A lot of things depend on this.
2. Attitude building. Irrespective of situations, background, educational qualification, social settings of the individuals ( More so for final results and actions that one takes -- in other words ownership and responsibility.
3. Interpersonal relationship with people.
4. Leadership.
One can attend seminars and workshops organised in and outside the company to learn and practice. But secret lies in applying the learning points regularly. 25 years back I learnt how to speak ( spoken , business, functional English )and how to draft letters in business context and make presentation to different audience. Along with me there were several trainees and participants. But barely they could manage now in above areas because of inconsistent in practice and lack of confidence and focus. Therefore the trick in development of competency lies in developing the disciplined learning and practice.
Above are the platform upon which one can build the structure. Further these traits go hand in hand during the initial period of career journey. Other aspects like decision making , critical thinking, crisis management can happen as situations warrant once sees the growth in the career.
All the best
V. Rangarajan. ( Madras)
From India, Pune
As a practitioner and consultant in the management field little over 25 years I may like to add my suggestion in the context of learning and competency mapping of the employees in different times of their career development.
1. First of all the areas of development in management function is varied depending on the educational background and core functional performance.
2. No tool can effectively develop all the areas at a time. It means it is a journey with a lot of milestones to cross with bumpers.
3. The individuals have to gain the experience and responsibilities over a period period. It is like asking a 25 years old individuals to think and act like 50 years old always. This happens obviously over a period of time only.
4. Competency is a holistic approach that shapes overall personality of the persons internally with lot of uncertainties.
5. Depending on the role one takes in the company one can make the beginning definitely.
To start with one can develop the competency in the following :
1. Oral, written communication and presentation skills. This is absolutely mandatory. A lot of things depend on this.
2. Attitude building. Irrespective of situations, background, educational qualification, social settings of the individuals ( More so for final results and actions that one takes -- in other words ownership and responsibility.
3. Interpersonal relationship with people.
4. Leadership.
One can attend seminars and workshops organised in and outside the company to learn and practice. But secret lies in applying the learning points regularly. 25 years back I learnt how to speak ( spoken , business, functional English )and how to draft letters in business context and make presentation to different audience. Along with me there were several trainees and participants. But barely they could manage now in above areas because of inconsistent in practice and lack of confidence and focus. Therefore the trick in development of competency lies in developing the disciplined learning and practice.
Above are the platform upon which one can build the structure. Further these traits go hand in hand during the initial period of career journey. Other aspects like decision making , critical thinking, crisis management can happen as situations warrant once sees the growth in the career.
All the best
V. Rangarajan. ( Madras)
From India, Pune
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Competency mapping.ppt
ART AND SCIENCE OF COMPETENCY MAPPING.doc