Hello everyone, I'm a new member of this site. I find this site very relevant and informative. So if anyone there can help me in this query.
What are the key competencies required from novice to expert stage by an accounts manager? Would appreciate your help.
Thanx
Shivani
From India, Delhi
2What are the key competencies required from novice to expert stage by an accounts manager? Would appreciate your help.
Thanx
Shivani
From India, Delhi
yes,i got the material about it from the google.Now i require the same data for sales manager.
From India, Delhi
From India, Delhi
Then, please search for that too. If you do not find it, then you may have to arrive at it from first principles. Who are you and what is your role?
From United Kingdom
From United Kingdom
I m a summer trainee in a MNC .My project is on competency mapping.I have to write competencies from novice to expert stage of sales manager,finance manager and hr manager.Then design questionnaire for measuring functional and behavioral competencies of hr executive,hr manager,hr HOD.Then give recommendations to the organization..Can u help me in any step??
From India, Delhi
From India, Delhi
can anyone gime me competencies from novice to expert stage in general.so that i will have a rough idea.plz plz..help me..
From India, Delhi
From India, Delhi
Here are some general competencies that HR professionals typically develop as they progress from novice to expert stages:
Novice Level:
Learning and Development: Actively seeking opportunities to learn and expand HR knowledge, attending training programs, and staying updated with industry trends.
Basic HR Operations: Understanding and implementing fundamental HR processes such as employee onboarding, data entry, and maintaining personnel records.
Compliance and Documentation: Familiarity with basic employment laws and regulations, and ensuring HR practices comply with legal requirements.
Communication Skills: Developing effective communication skills to convey information clearly and professionally.
Problem Identification: Gaining the ability to recognize common HR issues and knowing when to seek guidance from more experienced professionals.
Intermediate Level:
Employee Relations: Managing employee relations issues, addressing concerns, and facilitating effective communication between employees and management.
HR Metrics and Analytics: Utilizing HR data to identify trends, make informed decisions, and support strategic HR initiatives.
Talent Acquisition: Developing recruitment strategies, conducting interviews, and assessing candidates for organizational fit.
Performance Management: Implementing performance management systems, setting goals, and providing feedback to drive employee development.
HR Policy and Process Improvement: Contributing to the development and enhancement of HR policies, procedures, and best practices.
Advanced/Expert Level:
Strategic HR Planning: Aligning HR initiatives with organizational goals and contributing to long-term strategic planning.
Organizational Development: Designing and implementing programs to enhance organizational effectiveness, culture, and employee engagement.
Change Management: Leading and managing organizational change initiatives, including communication, stakeholder engagement, and mitigation of resistance.
HR Leadership and Coaching: Mentoring and guiding other HR professionals, providing leadership in HR projects, and coaching managers on people-related matters.
HR Risk Management: Identifying and mitigating HR-related risks, ensuring compliance with employment laws and regulations, and implementing effective HR policies to manage risks.
Please note that these competencies are general guidelines and can vary based on the organization, industry, and specific HR roles.
They provide a rough idea of the competencies that professionals typically develop as they progress in their HR careers. It's important to continuously learn and adapt to stay updated with evolving HR practices and industry trends.
From India, Mumbai
Novice Level:
Learning and Development: Actively seeking opportunities to learn and expand HR knowledge, attending training programs, and staying updated with industry trends.
Basic HR Operations: Understanding and implementing fundamental HR processes such as employee onboarding, data entry, and maintaining personnel records.
Compliance and Documentation: Familiarity with basic employment laws and regulations, and ensuring HR practices comply with legal requirements.
Communication Skills: Developing effective communication skills to convey information clearly and professionally.
Problem Identification: Gaining the ability to recognize common HR issues and knowing when to seek guidance from more experienced professionals.
Intermediate Level:
Employee Relations: Managing employee relations issues, addressing concerns, and facilitating effective communication between employees and management.
HR Metrics and Analytics: Utilizing HR data to identify trends, make informed decisions, and support strategic HR initiatives.
Talent Acquisition: Developing recruitment strategies, conducting interviews, and assessing candidates for organizational fit.
Performance Management: Implementing performance management systems, setting goals, and providing feedback to drive employee development.
HR Policy and Process Improvement: Contributing to the development and enhancement of HR policies, procedures, and best practices.
Advanced/Expert Level:
Strategic HR Planning: Aligning HR initiatives with organizational goals and contributing to long-term strategic planning.
Organizational Development: Designing and implementing programs to enhance organizational effectiveness, culture, and employee engagement.
Change Management: Leading and managing organizational change initiatives, including communication, stakeholder engagement, and mitigation of resistance.
HR Leadership and Coaching: Mentoring and guiding other HR professionals, providing leadership in HR projects, and coaching managers on people-related matters.
HR Risk Management: Identifying and mitigating HR-related risks, ensuring compliance with employment laws and regulations, and implementing effective HR policies to manage risks.
Please note that these competencies are general guidelines and can vary based on the organization, industry, and specific HR roles.
They provide a rough idea of the competencies that professionals typically develop as they progress in their HR careers. It's important to continuously learn and adapt to stay updated with evolving HR practices and industry trends.
From India, Mumbai
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Key indicators.ppt