HI all,
This is Satyam working in a org. My work is to prepare a competency mapping for our org, can anybody sen me a questionnaire , so that i can get an idea about how to ask questions. So, please help me, its very urgent and important too.
From India, Hyderabad
1This is Satyam working in a org. My work is to prepare a competency mapping for our org, can anybody sen me a questionnaire , so that i can get an idea about how to ask questions. So, please help me, its very urgent and important too.
From India, Hyderabad
Hi!
Hope following info will suffice your purpose.
rgds
sindhuja
Competency Mapping
This is Competency era and a significant shift towards Competency Based Organization has been observed. People and their competencies have become the most significant factors that give a competitive edge to any corporation. HR Professionals and Line Managers can contribute a great deal to develop competency-based organizations.
Any underlying characteristic required for performing a given task, activity or role successfully can be considered as competency. Competency may take the following forms:
Knowledge
Attitude
Skill
Other characteristics of an individual including
Motives
Values
Traits
Self Concept etc.
With changing business scenario and new challenges emerging in the competitive world, successful performance in any job/task has taken a critical place, for organizational success. Competency mapping is one such process that helps in identifying and mapping competencies required for successful performance in a particular role. Competency mapping and assessment has gained paramount importance in organizations, for keeping people development strategies and processes in sync with organizational growth & objectives and maximizing the utilization of human potential.
Creating competency based culture and systems in organizations are the need of the hour. This creates a demand for HR professionals to have specialized skills and have a continuous up-gradation of knowledge.
Competency-based performance management processes are becoming more prevalent in many organizations, but they are particularly appropriate for organizations where there are:
Uncertain environments
Qualitative/process service jobs
Self-managed teams
Developmental jobs
Changing organizations
Is your company’s selection procedure competency based?
Does your company have a Competency oriented induction?
Are your training needs identified through Competency gaps?
Does your company have attrition problem due to mismatch of people with the roles they perform?
Does your company have a list of Competencies required for various roles in the organization?
Are the Core Competencies identified for your Organisation?
If the above statement holds true for your organization, your company can be called a Competency Based Organization. And if its not so, TVRLS can help you to become a Competency Based Organization.
If your HR person does not have competencies to competency mapping, then get him or her to acquire on an emergency basis and build a competency-based organization. The future success of Organizations and people depends on how competent they are- Obvious. There is no alternative to competency mapping.
In any case to check how ready you, or your organization, are for competency mapping, you may use the following questionnaire:
QUESTIONNAIRE
How ready is your organisation to go in for Competency Mapping or getting a good ROI on it?
Use this 3 point scale:
YES = 2
DOUBTFULL = 1
NO = 0
Are you in a business where there is high competition for talented people in market place?
Has your organization experienced any set backs in the recent past due to lack of competent people?
Has your organization missed any business opportunities in the recent past due to lack of competent people to handle any one or more functions or territories or lines of business etc?
Does your top management believe that competencies can be developed through continuous effort and interventions?
Is your top management willing to invest time and effort in building competencies of your employees on a continuous basis?
Does your top management believe in building a competency - based organization?
Do you (intend to), recruit people on the basis of competencies needed to perform each job?
Do you or your organization intend to coach employees for future careers in your own organization or Do you already have a competency based coaching scheme?
Do you have well laid out career paths (or intend to improve existing)?
Does your top management believe that the success of your organization depends on having competent managers?
Have you suffered any draw backs, profit, production, marketing, customer etc. losses, share market down turns etc. due to turn over or people at the top?
Is your training based on scientific, or at least systematic, identification of competency gaps and competency needs?
Does your performance appraisal have a measure of competencies separately for each individual level or function or group of jobs (top, middle, R&D etc.)?
Does promotion (or promotion policy) in your organization require some form of competency assessment?
Does your organization have adequate avenues to recognize and retain people, other than promotions?
Does your top management believe in using multi-rater assessment or 360 degree feedback for employee development?
Is the teamwork in your organization of high order? Are the top-level managers capable of performing their integrating roles well (roles that link one department to other, one function to another, one individual to another and ensure synergy and teamwork; versus, interdepartmental friction, bad equations between Heads of Departments, heavy/intense Power plays at top levels?)
Does your organization value talent and excellence?
Is your organization good in execution of projects or idea’s, once decided, rather than abandoning them in the middle?
Does your organization have a culture of using task forces and work groups for various exercises/tasks/issues?
Does your organization encourage innovations and scientific ways of doing things?
Is your organization systems driven (values systems) rather than being rampant with ad-hocism and convenience based decision-making?
From India, Haora
Hope following info will suffice your purpose.
rgds
sindhuja
Competency Mapping
This is Competency era and a significant shift towards Competency Based Organization has been observed. People and their competencies have become the most significant factors that give a competitive edge to any corporation. HR Professionals and Line Managers can contribute a great deal to develop competency-based organizations.
Any underlying characteristic required for performing a given task, activity or role successfully can be considered as competency. Competency may take the following forms:
Knowledge
Attitude
Skill
Other characteristics of an individual including
Motives
Values
Traits
Self Concept etc.
With changing business scenario and new challenges emerging in the competitive world, successful performance in any job/task has taken a critical place, for organizational success. Competency mapping is one such process that helps in identifying and mapping competencies required for successful performance in a particular role. Competency mapping and assessment has gained paramount importance in organizations, for keeping people development strategies and processes in sync with organizational growth & objectives and maximizing the utilization of human potential.
Creating competency based culture and systems in organizations are the need of the hour. This creates a demand for HR professionals to have specialized skills and have a continuous up-gradation of knowledge.
Competency-based performance management processes are becoming more prevalent in many organizations, but they are particularly appropriate for organizations where there are:
Uncertain environments
Qualitative/process service jobs
Self-managed teams
Developmental jobs
Changing organizations
Is your company’s selection procedure competency based?
Does your company have a Competency oriented induction?
Are your training needs identified through Competency gaps?
Does your company have attrition problem due to mismatch of people with the roles they perform?
Does your company have a list of Competencies required for various roles in the organization?
Are the Core Competencies identified for your Organisation?
If the above statement holds true for your organization, your company can be called a Competency Based Organization. And if its not so, TVRLS can help you to become a Competency Based Organization.
If your HR person does not have competencies to competency mapping, then get him or her to acquire on an emergency basis and build a competency-based organization. The future success of Organizations and people depends on how competent they are- Obvious. There is no alternative to competency mapping.
In any case to check how ready you, or your organization, are for competency mapping, you may use the following questionnaire:
QUESTIONNAIRE
How ready is your organisation to go in for Competency Mapping or getting a good ROI on it?
Use this 3 point scale:
YES = 2
DOUBTFULL = 1
NO = 0
Are you in a business where there is high competition for talented people in market place?
Has your organization experienced any set backs in the recent past due to lack of competent people?
Has your organization missed any business opportunities in the recent past due to lack of competent people to handle any one or more functions or territories or lines of business etc?
Does your top management believe that competencies can be developed through continuous effort and interventions?
Is your top management willing to invest time and effort in building competencies of your employees on a continuous basis?
Does your top management believe in building a competency - based organization?
Do you (intend to), recruit people on the basis of competencies needed to perform each job?
Do you or your organization intend to coach employees for future careers in your own organization or Do you already have a competency based coaching scheme?
Do you have well laid out career paths (or intend to improve existing)?
Does your top management believe that the success of your organization depends on having competent managers?
Have you suffered any draw backs, profit, production, marketing, customer etc. losses, share market down turns etc. due to turn over or people at the top?
Is your training based on scientific, or at least systematic, identification of competency gaps and competency needs?
Does your performance appraisal have a measure of competencies separately for each individual level or function or group of jobs (top, middle, R&D etc.)?
Does promotion (or promotion policy) in your organization require some form of competency assessment?
Does your organization have adequate avenues to recognize and retain people, other than promotions?
Does your top management believe in using multi-rater assessment or 360 degree feedback for employee development?
Is the teamwork in your organization of high order? Are the top-level managers capable of performing their integrating roles well (roles that link one department to other, one function to another, one individual to another and ensure synergy and teamwork; versus, interdepartmental friction, bad equations between Heads of Departments, heavy/intense Power plays at top levels?)
Does your organization value talent and excellence?
Is your organization good in execution of projects or idea’s, once decided, rather than abandoning them in the middle?
Does your organization have a culture of using task forces and work groups for various exercises/tasks/issues?
Does your organization encourage innovations and scientific ways of doing things?
Is your organization systems driven (values systems) rather than being rampant with ad-hocism and convenience based decision-making?
From India, Haora
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Competency mapping.ppt
ART AND SCIENCE OF COMPETENCY MAPPING.doc