Hi all
I need some help regarding competency mapping.
I have been assigned a project on developing High potential employees for potential appraisal and chart a succession planning for them.
for this first, i have to look at the competencies required by the person who will fit in the job role. Then i will hv to look at the competencies possessed by the person and do a gap analysis
i need to know the waysof identifying the compentencies tht the person possesses.
i hv read about methods like BEI. but i feel it is very time consuming. There is one method - Job Task / Function Analysis. but i am not aware of how to proceed over it.
Can anyone please show me the way ahead
Regards
Sajita[/list][/list]
From India, Mumbai
I need some help regarding competency mapping.
I have been assigned a project on developing High potential employees for potential appraisal and chart a succession planning for them.
for this first, i have to look at the competencies required by the person who will fit in the job role. Then i will hv to look at the competencies possessed by the person and do a gap analysis
i need to know the waysof identifying the compentencies tht the person possesses.
i hv read about methods like BEI. but i feel it is very time consuming. There is one method - Job Task / Function Analysis. but i am not aware of how to proceed over it.
Can anyone please show me the way ahead
Regards
Sajita[/list][/list]
From India, Mumbai
hi dear.. i just read the details abt ur project...
i have done competency mapping with a co. in chandigarh.... though this data is nt authorised to be transferred so i cannot send u the data.. but i cn tell u what exactly i did....
i took the interviews of all the managerial staff working in that organization... this is did to understand their nature of work... and identify their KRA's(key result areas)...
i wud suggst u to
- first prepare a questionnaire to take a interview of managerial staff
- identify their KRA's
- break those KRA's into activities
- identify the various technica;l and behavioral competency required for each activity within the KRA..
ONCE DONE WID THAT
-use the models to map their respective competencies....
-it wil be good if u make a competency dictonary..(it will be helpful to u an will be an added thing in ur project)
ANY OTHER HELP IS WELCOME
ciao.......
Jasmin
MBA - HR
UBS, Chandigarh
From India, New Delhi
i have done competency mapping with a co. in chandigarh.... though this data is nt authorised to be transferred so i cannot send u the data.. but i cn tell u what exactly i did....
i took the interviews of all the managerial staff working in that organization... this is did to understand their nature of work... and identify their KRA's(key result areas)...
i wud suggst u to
- first prepare a questionnaire to take a interview of managerial staff
- identify their KRA's
- break those KRA's into activities
- identify the various technica;l and behavioral competency required for each activity within the KRA..
ONCE DONE WID THAT
-use the models to map their respective competencies....
-it wil be good if u make a competency dictonary..(it will be helpful to u an will be an added thing in ur project)
ANY OTHER HELP IS WELCOME
ciao.......
Jasmin
MBA - HR
UBS, Chandigarh
From India, New Delhi
thanks a lot jasmine...your inputs are of great help to me...
could you please elaborate on what is a competency dictionary...i hv come accross this word a lot of times during my project. Is it kind of an exhaustive list from which the competencies for each level can be gauged...
could you give me some examples
Regards
Sajita
From India, Mumbai
could you please elaborate on what is a competency dictionary...i hv come accross this word a lot of times during my project. Is it kind of an exhaustive list from which the competencies for each level can be gauged...
could you give me some examples
Regards
Sajita
From India, Mumbai
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