Dear All, How does one go about identifying competencies in any orgaization. I have to list basic/core competencies and i am completely at sea. Please revert with any information on this Thanks Swati
From India, Ghaziabad
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From India, Ghaziabad
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Try using the links below - you might find most of the information you are seeking:
https://www.citehr.com/search_new.ph...etency+Mapping
The link no longer exists - it has been removed.
From India, Ahmadabad
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35https://www.citehr.com/search_new.ph...etency+Mapping
The link no longer exists - it has been removed.
From India, Ahmadabad
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Hi Swati,
I am Elanco, with 14 years of experience in HR. Competency mapping is done to understand the required competency level for a role/job (not individual) and the existing competency level of an individual in that specific role.
To begin, you should identify the various roles/jobs within the organization and determine the required competencies for each role. This can be achieved through two methods:
a. By using a Position Information Questionnaire
b. By interacting with superiors
Method a involves assessing the job holder and analyzing the key behaviors needed to perform their respective jobs. Method b includes consulting with superiors to determine the necessary competencies. By comparing the results of both methods, you can standardize the competencies.
Next, prepare a competency dictionary and role directory. Compare the existing competencies with the required competencies. If there are any gaps, conduct a gap analysis and provide necessary training to bridge those gaps. This competency mapping can also be utilized for recruitment, performance management, etc.
I hope you found this information helpful.
My email is appanelanco@yahoo.com.
Best regards,
Elanco
From United States, Columbus
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I am Elanco, with 14 years of experience in HR. Competency mapping is done to understand the required competency level for a role/job (not individual) and the existing competency level of an individual in that specific role.
To begin, you should identify the various roles/jobs within the organization and determine the required competencies for each role. This can be achieved through two methods:
a. By using a Position Information Questionnaire
b. By interacting with superiors
Method a involves assessing the job holder and analyzing the key behaviors needed to perform their respective jobs. Method b includes consulting with superiors to determine the necessary competencies. By comparing the results of both methods, you can standardize the competencies.
Next, prepare a competency dictionary and role directory. Compare the existing competencies with the required competencies. If there are any gaps, conduct a gap analysis and provide necessary training to bridge those gaps. This competency mapping can also be utilized for recruitment, performance management, etc.
I hope you found this information helpful.
My email is appanelanco@yahoo.com.
Best regards,
Elanco
From United States, Columbus
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Hello Can you pls tell me that Is there any differnce between competence and competency (apart from grammatical)? jyoti
From India, Jaipur
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From India, Jaipur
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Can competencies be used for the development of employees? I am working on a project regarding performance management in a company, and I believe competency mapping can be related to it. However, I am very confused about how to proceed. Please help.
From India, Pune
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From India, Pune
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Dear All,Pls. find some material on Competency Mapping ......... i hope these materials might be of some help to you all.....RegardsAnkit09869851356
From India, Mumbai
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From India, Mumbai
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Please do not request finished projects or questionnaires on this forum without giving enough information. Instead of asking for a completed project, please search CiteHr where some projects are attached. Then do a literature survey and formulate your aim and objectives for the research (in consultation with the host organization). You also need a conceptual framework for that. Decide what hypotheses you want to test.
If you have not done any of the above essential preparation for conducting a project, I would advise you to please do so and then pose a precise question.
Please see my post on Research Methodology (Ppt slides attached) at https://www.citehr.com/106849-research-projects.html and Author Workshops at http://citehr.com <link updated to site home> and my post at <link outdated-removed>
I am not sure if you have read any literature on questionnaire design. If not, go to questionnaire design + guidelines - Google Search. Also see <link updated to site home> (Search On Cite | Search On Google) where an MBA project is attached as an example.
A Post by Prodcons also has information on Research Methodology. Please also see the post by naveeis4u at https://www.citehr.com/179861-employ...ion-level.html to see the type of background information that will be of help in designing questionnaires.
Also view and digest the message that ahujamamamia posted at citehr https://www.citehr.com/169377-marble-story.html. Try to become the marble statue rather than the tile.
Please read the post by Sayansayu at questionnaire or welfare measures - reg.
Simhan
A retired academic in the UK
"It is never too late to learn or improve oneself"
From United Kingdom
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If you have not done any of the above essential preparation for conducting a project, I would advise you to please do so and then pose a precise question.
Please see my post on Research Methodology (Ppt slides attached) at https://www.citehr.com/106849-research-projects.html and Author Workshops at http://citehr.com <link updated to site home> and my post at <link outdated-removed>
I am not sure if you have read any literature on questionnaire design. If not, go to questionnaire design + guidelines - Google Search. Also see <link updated to site home> (Search On Cite | Search On Google) where an MBA project is attached as an example.
A Post by Prodcons also has information on Research Methodology. Please also see the post by naveeis4u at https://www.citehr.com/179861-employ...ion-level.html to see the type of background information that will be of help in designing questionnaires.
Also view and digest the message that ahujamamamia posted at citehr https://www.citehr.com/169377-marble-story.html. Try to become the marble statue rather than the tile.
Please read the post by Sayansayu at questionnaire or welfare measures - reg.
Simhan
A retired academic in the UK
"It is never too late to learn or improve oneself"
From United Kingdom
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Competency mapping.ppt
List-of-31-Core -Competencies.p df
ART AND SCIENCE OF COMPETENCY MAPPING.doc