Hi!! I am working in a Textile industry I have given an assignment to prepare a available skill matrix of all employees. I am little bit confused. How to prepare it? Is mere discussing with the department heads works?
Please guide all seniors.
Thanks
Rahul Vaidya
From India, Pune
6Please guide all seniors.
Thanks
Rahul Vaidya
From India, Pune
Hi Rahul,
For preparing skill matrix for the employees first u have to identify different department and section in ur orgn.After that find out from the HOD that what skills are required to perform the particular job.Levels can be different from worker level to manager level.Then segregate the level find out the gap.
regards,
simran
From India, Nagpur
For preparing skill matrix for the employees first u have to identify different department and section in ur orgn.After that find out from the HOD that what skills are required to perform the particular job.Levels can be different from worker level to manager level.Then segregate the level find out the gap.
regards,
simran
From India, Nagpur
Hi Rahul,
For preparing skill matrix for the employees first u have to identify different department and section in ur orgn.After that find out from the HOD that what skills are required to perform the particular job.Levels can be different from worker level to manager level.Then segregate the level find out the gap.
regards,
simran
From India, Nagpur
For preparing skill matrix for the employees first u have to identify different department and section in ur orgn.After that find out from the HOD that what skills are required to perform the particular job.Levels can be different from worker level to manager level.Then segregate the level find out the gap.
regards,
simran
From India, Nagpur
Hi Simran!
Thanks for your early reply.
Should I differentiate as Function Skills and Interpersional Skills what behaviours required to perform the job.
One more thing if the HOD of the concern department is not able to elaborate the skills required then what should I do ?
Regards,
Rahul Vaidya
From India, Pune
Thanks for your early reply.
Should I differentiate as Function Skills and Interpersional Skills what behaviours required to perform the job.
One more thing if the HOD of the concern department is not able to elaborate the skills required then what should I do ?
Regards,
Rahul Vaidya
From India, Pune
It should be functional.If the HOD donot give the required skill go through the job description of the particular employee.Or else even u can take help of the immediate supervisors as to wht the real job done by the employee.
From India, Nagpur
From India, Nagpur
Hi Rahul
There can be 3 different types of competencies
1. Functional
2. Managerial
3. Behavioral
For each of these competencies to be identified, you need to conduct a Behavioral Event Interview with the functional heads into identifying the innate & acquired skills that are needed to excel in the given role
If a BEI is too time consuming & expensive process ( Which it is) & you are looking at a simpler solution, you can adopt an easier technique that is known as Card Sorting. in this method, a list of all possible competencies ate given to Functional heads of diverse areas ie ( Mktg, Finance, Operations, Technical etc) with the HR being a Moderator & the cards are sorted based on Priorities of the role by flashing the KRA or the JD on the screen when they are sorting it
In this method, the entire competencies of 5-6 key roles can be done in a single day
thus, for each role, you can have functional, ie Technical skills, Knowledge etc, Managerial skills ie Team Management, Time Management, Planning, Result Orientation etc & Behavioral Skills like Interpersonal Skills Mapped in a single day
Regards
022-40241549
From India, Pune
There can be 3 different types of competencies
1. Functional
2. Managerial
3. Behavioral
For each of these competencies to be identified, you need to conduct a Behavioral Event Interview with the functional heads into identifying the innate & acquired skills that are needed to excel in the given role
If a BEI is too time consuming & expensive process ( Which it is) & you are looking at a simpler solution, you can adopt an easier technique that is known as Card Sorting. in this method, a list of all possible competencies ate given to Functional heads of diverse areas ie ( Mktg, Finance, Operations, Technical etc) with the HR being a Moderator & the cards are sorted based on Priorities of the role by flashing the KRA or the JD on the screen when they are sorting it
In this method, the entire competencies of 5-6 key roles can be done in a single day
thus, for each role, you can have functional, ie Technical skills, Knowledge etc, Managerial skills ie Team Management, Time Management, Planning, Result Orientation etc & Behavioral Skills like Interpersonal Skills Mapped in a single day
Regards
022-40241549
From India, Pune
Dear Rahul,
I totally agree with the Shweta. Prior to that one you need to do one thing. If you want to be a practical HR and shall be able to tell your management that you drawn the competencies with the knowledge. Intially u have to check/design the working area, JD's, profies in the company. If u know abt these activities then there is no chance even if HOD is not aware. But to do this u hav to work hard for it. then bring th epoints of Shweta in to picture. Try to do KPA-KRA Competencies which will give you the optimum, accurate percentage of the work I used accurate coz it will make u to look in to matter more deeply.
I hope this will help u.
Regards,
Ravi
From India, Hyderabad
I totally agree with the Shweta. Prior to that one you need to do one thing. If you want to be a practical HR and shall be able to tell your management that you drawn the competencies with the knowledge. Intially u have to check/design the working area, JD's, profies in the company. If u know abt these activities then there is no chance even if HOD is not aware. But to do this u hav to work hard for it. then bring th epoints of Shweta in to picture. Try to do KPA-KRA Competencies which will give you the optimum, accurate percentage of the work I used accurate coz it will make u to look in to matter more deeply.
I hope this will help u.
Regards,
Ravi
From India, Hyderabad
Hi!!
Thanks all for valuable inputs...
We have prepared KRA and KPI based on JD. Now we are preparing Position Matrix in which we have defined the position and KSA required.
Why I have raised this question ? because while preparing JD and KRA, I have faced tremendous problem.
Very few HOD's are able to elaborate the competencies requierd and to perform a particular job.
Is it necessary to educate the HOD about the competencies by using Competency Dictionary?
Regards,
Rahul Vaidya
From India, Pune
Thanks all for valuable inputs...
We have prepared KRA and KPI based on JD. Now we are preparing Position Matrix in which we have defined the position and KSA required.
Why I have raised this question ? because while preparing JD and KRA, I have faced tremendous problem.
Very few HOD's are able to elaborate the competencies requierd and to perform a particular job.
Is it necessary to educate the HOD about the competencies by using Competency Dictionary?
Regards,
Rahul Vaidya
From India, Pune
Hi Rahul
A competency dictionary is one of the best ways of arriving at a competency matrix for your organization. Now that you have developed a KRA system with a KPI , expose the HODs to a competency dictionary where in you facilitate a sorting method & ensure that competencies for each unique role are framed
Shweta G
From India, Pune
A competency dictionary is one of the best ways of arriving at a competency matrix for your organization. Now that you have developed a KRA system with a KPI , expose the HODs to a competency dictionary where in you facilitate a sorting method & ensure that competencies for each unique role are framed
Shweta G
From India, Pune
Hi Rahul,
It is interesting query I think there are so many factors which are need to be taken care and will be vary according to profile..
You just divide in two part functional competency and second behavioral competency which you can map as per the desireness of the specific position in consultation with the respective HODs.
Regards,
Balkishan Sharma
Manager HR
Paras Hospitals
It is interesting query I think there are so many factors which are need to be taken care and will be vary according to profile..
You just divide in two part functional competency and second behavioral competency which you can map as per the desireness of the specific position in consultation with the respective HODs.
Regards,
Balkishan Sharma
Manager HR
Paras Hospitals
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