Friends,
This is a simple tool, useful for competency gap analysis.
There are two spreadsheets in the file.
One showing the required level of competency and the other one showing the actual level. Required level is marked with blocks in black colour code. Actual competency level is marked with Green blocks and the Red ones indicating the gaps which requires training.
Please share your comments and suggestions.
Regards,
Shijit.
From India, Kochi
122This is a simple tool, useful for competency gap analysis.
There are two spreadsheets in the file.
One showing the required level of competency and the other one showing the actual level. Required level is marked with blocks in black colour code. Actual competency level is marked with Green blocks and the Red ones indicating the gaps which requires training.
Please share your comments and suggestions.
Regards,
Shijit.
From India, Kochi
Dear Mr.Shijit,
Warm & special greetings to you and to all our Cite HR meembers.
Hope you done some useful contributions to the HR fraternity, which is unable to open and utilise.
If you dont mind, will you post the same again or mail it to me to be ID given below.
Thanks & Regards
Vijay
From India, Madras
Warm & special greetings to you and to all our Cite HR meembers.
Hope you done some useful contributions to the HR fraternity, which is unable to open and utilise.
If you dont mind, will you post the same again or mail it to me to be ID given below.
Thanks & Regards
Vijay
From India, Madras
keep on posting shijit it is a nice one....
and vksaini everything is not ment for MNC's if u find it initial level mapping,,,it can b apply in small organization
and if u want to criticise it then do it in the way of HR the language u used is not supposed to be used by an HR professional...
plz think over it
From India, Bangalore
and vksaini everything is not ment for MNC's if u find it initial level mapping,,,it can b apply in small organization
and if u want to criticise it then do it in the way of HR the language u used is not supposed to be used by an HR professional...
plz think over it
From India, Bangalore
Hi Shijit, It a really good format. Thanks for sharing. Dear Vikasini, I hpoe u have excellent formats why dont u share the same. Waiting......... Best Regards
From India, Mumbai
From India, Mumbai
Dear Mr.Shijit,
Warm & special greetings to you and to all our Cite HR meembers.
Hope you done some useful contributions to the HR fraternity, which is unable to open and utilise.
If you dont mind, will you post the same again or mail it to me to be ID given below
From India, Pune
Warm & special greetings to you and to all our Cite HR meembers.
Hope you done some useful contributions to the HR fraternity, which is unable to open and utilise.
If you dont mind, will you post the same again or mail it to me to be ID given below
From India, Pune
Thankyou Urvashi
for your complement and encouragement.
Definitely its not a tool for a big MNC. Its a simple tool could be adapted to small organisation or to a department. For the further refinement of this tool, I request suggestions and corrections from people who have knowledge in this field,
Regards,
Shijit.
From India, Kochi
for your complement and encouragement.
Definitely its not a tool for a big MNC. Its a simple tool could be adapted to small organisation or to a department. For the further refinement of this tool, I request suggestions and corrections from people who have knowledge in this field,
Regards,
Shijit.
From India, Kochi
Hi Shalinie,
Thanks,
Competency based appraisal input could be one method. Generally a time period is arrived at for the assessment. Ideally it could be one year i guess. Both the required competencies and actual competencies need reviews in appropriate interval to ensure that the right competencies are defined for the job and right level of competencies are possessed by the job holder. In smaller organization this could be arrived at with simple focus group interviews with the respective functional heads.
Regards,
Shijit.
From India, Kochi
Thanks,
Competency based appraisal input could be one method. Generally a time period is arrived at for the assessment. Ideally it could be one year i guess. Both the required competencies and actual competencies need reviews in appropriate interval to ensure that the right competencies are defined for the job and right level of competencies are possessed by the job holder. In smaller organization this could be arrived at with simple focus group interviews with the respective functional heads.
Regards,
Shijit.
From India, Kochi
Hi Shijit:
I am a newbee on excel, I request you to please give me an example how to go about working on this. I am working as a quality analyst in medical transcription company.
My email is
Thanks you so much
Mubeen
From India, Bangalore
I am a newbee on excel, I request you to please give me an example how to go about working on this. I am working as a quality analyst in medical transcription company.
My email is
Thanks you so much
Mubeen
From India, Bangalore
Hi Shijit, Thanks for sharing such wonderful and useful sheet. I found it very useful for my organization and have started the process of implementation. Thanks again. Koshy
From India, Madras
From India, Madras
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Competency identification form.pdf
Competency-Gap Matrix.xls
Competency mapping.ppt