Hi Shailendra,
Nice presentation.
I am also in skills and competency department. I want to know what are other departments apart form training & Development where we can use competencies and skills. We only use skills and competencies in identifying training needs?
What are other activities which can or come under competencies and skills dep.
Let me know!
Thanks!
Geetika
From India, Madras
3Nice presentation.
I am also in skills and competency department. I want to know what are other departments apart form training & Development where we can use competencies and skills. We only use skills and competencies in identifying training needs?
What are other activities which can or come under competencies and skills dep.
Let me know!
Thanks!
Geetika
From India, Madras
Dear Shailendra, This ppt on competency mapping is very informative. Keep posting such articles. Regards Rashmi
From India, Sangrur
From India, Sangrur
Dear Friends,
Thank you very much for your support.
Dear Geetika,
We use competency mapping in our organization for following purposes:-
1. At the time of recruitment: - Since we already mapped competencies of left employee as well as we know what shall be the competencies required for particular post, hence it is easy to identify correct person.
2. At the time of Incentives: - We can easily worked out whether the person has fulfilled the competencies or not or has tried to show behavior indicators for particular competencies. hence incentives can be given.
3. At the time of TNI: - as you already mentioned it is used for TNI.
4. At the time of increments: - If exceptional performance is shown, which can trigger other employee also to implement / change behaviors / attitudes, which is additional benefit for retention and create health competitive environment.
5. As the time of cultural programs: - It is something different and let me tell you that it is not used so often. but I am trying to get concept at my organization. The concept is that if a person is showing particular competency at above normal level then we can ask the person about his experience that how is able to do it, what problems he has faced during, etc.
I think this point can be useful in giving recognition if implemented at cultural programs or social meetings with employees.
If anyone has implemented this concept and willing to implement in their organization, just let me know the results.
I am also attaching the details of some basic competencies and their behavior indicators for your reference.
Regards,
Shailendra
From India, Pune
Thank you very much for your support.
Dear Geetika,
We use competency mapping in our organization for following purposes:-
1. At the time of recruitment: - Since we already mapped competencies of left employee as well as we know what shall be the competencies required for particular post, hence it is easy to identify correct person.
2. At the time of Incentives: - We can easily worked out whether the person has fulfilled the competencies or not or has tried to show behavior indicators for particular competencies. hence incentives can be given.
3. At the time of TNI: - as you already mentioned it is used for TNI.
4. At the time of increments: - If exceptional performance is shown, which can trigger other employee also to implement / change behaviors / attitudes, which is additional benefit for retention and create health competitive environment.
5. As the time of cultural programs: - It is something different and let me tell you that it is not used so often. but I am trying to get concept at my organization. The concept is that if a person is showing particular competency at above normal level then we can ask the person about his experience that how is able to do it, what problems he has faced during, etc.
I think this point can be useful in giving recognition if implemented at cultural programs or social meetings with employees.
If anyone has implemented this concept and willing to implement in their organization, just let me know the results.
I am also attaching the details of some basic competencies and their behavior indicators for your reference.
Regards,
Shailendra
From India, Pune
Dear friends.....
i would like to know how we can evalute the employees competency...can u suggest me any technique which will help us in our organisation...its service industry...'travels company'...looking forward for ur reply
plz mail it to
regards
Asha P
i would like to know how we can evalute the employees competency...can u suggest me any technique which will help us in our organisation...its service industry...'travels company'...looking forward for ur reply
plz mail it to
regards
Asha P
Hi shailendra, ppt is really good easy to understand and to the point in simpler words. good job keep it up.. viranchi.
From India, Hyderabad
From India, Hyderabad
Dear Sailendra
Your presentation is rich in facts and information but lacks in presentable-look n feel.
For any standard presentation,use uniform fonts every where.
Try to use less text and more diagrams to make it more interactive.
Diagrams should be explanatory.
It will glue your audience till the end.
Kasturi.... :D
Your presentation is rich in facts and information but lacks in presentable-look n feel.
For any standard presentation,use uniform fonts every where.
Try to use less text and more diagrams to make it more interactive.
Diagrams should be explanatory.
It will glue your audience till the end.
Kasturi.... :D
Dear Kasturi,
Thanks for your feedback.
I have presented this data for people who have came across of this subject for the first time. On this "simple" level of presentation I have taken training program of 3 hours.
In my experience presentation needs to be made with understanding audiences and then you can make any kind of presentation with flow. Hence it doesn't matter how "BEST GRAPHICAL" presentation you can make, but if lacks communication skills, it becomes "WORTHLESS".
In my experience being in HR dept and Training & Development facilitator, most important thing is that any presentation is based on of verbal communication of presenter rather than graphical representation alone.
And YES, Suprisingly even this presentation made people glue to till the end. (Feedback I got from VP - Operations and other 20 employees) I am loss to understand how that happen, I hope you will explain this to me.
Regards,
Shailendra
From India, Pune
Thanks for your feedback.
I have presented this data for people who have came across of this subject for the first time. On this "simple" level of presentation I have taken training program of 3 hours.
In my experience presentation needs to be made with understanding audiences and then you can make any kind of presentation with flow. Hence it doesn't matter how "BEST GRAPHICAL" presentation you can make, but if lacks communication skills, it becomes "WORTHLESS".
In my experience being in HR dept and Training & Development facilitator, most important thing is that any presentation is based on of verbal communication of presenter rather than graphical representation alone.
And YES, Suprisingly even this presentation made people glue to till the end. (Feedback I got from VP - Operations and other 20 employees) I am loss to understand how that happen, I hope you will explain this to me.
Regards,
Shailendra
From India, Pune
Dear Shailendra,
This PPT is very interesting, as it summarized the definition of Compentency, what is supposed for HR to conduct for Compentency. By the way, do you have any material regarding compentency dictionary?
Best regards,
Jane XU
This PPT is very interesting, as it summarized the definition of Compentency, what is supposed for HR to conduct for Compentency. By the way, do you have any material regarding compentency dictionary?
Best regards,
Jane XU
dear shailender
thanks for the presentation it was really nice
but i need a lil more help from ur side. m a summer trainee and doing a project on competency analysis so wish to know of the broad skills that we need in the various levels at lower, middle and higher level management.
it would be really nice if u could guide me for the same
waiting for a positive reply soon
my id is
plz do help me as m a novice in this
regards
From India
thanks for the presentation it was really nice
but i need a lil more help from ur side. m a summer trainee and doing a project on competency analysis so wish to know of the broad skills that we need in the various levels at lower, middle and higher level management.
it would be really nice if u could guide me for the same
waiting for a positive reply soon
my id is
plz do help me as m a novice in this
regards
From India
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Competency mapping.ppt