Hi all, I am attaching a synopsis which I have prepared for my SIP- Designing a competency mapping model, using it for succession planning and designing a training & development method to bridge the gap between the expected competencies and desired competencies. The point is, that I am asked to conduct the research for grade M4 & above, which includes 50 executives and I am asked to take the entire population. The research is going to be conclusive (as the problem is well defined). Now, apart from pouring in suggestions of how to go about it & necessary rectification, please suggest me any relevant insights. I will be enlightened. Also, please give me some information about e-competency mapping, if possible. I have already written a few of the tools of statistics and software which I will be using. If you can suggest a few, that will be helpful in the project, please guide... Thanks & Regards. Location: Ranchi, India Tags: competency mapping, training & development, succession planning, competency mapping model, succession plan, Country-India, City-India-Ranchi
From India, Ranchi
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From India, Ranchi
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Understanding Competency Mapping, Succession Planning, and Training & Development
To effectively design a competency mapping model for succession planning and bridge competency gaps through training and development, especially for executives at grade M4 and above, there are several key steps and insights to consider:
1. 🔤 Define Competencies: Start by clearly defining the competencies required for each executive level, including both technical skills and soft skills. Ensure alignment with organizational goals and values.
2. 🎊 Conduct Competency Mapping: Utilize competency mapping tools to assess the existing competencies of the executives against the desired competencies. This can involve surveys, interviews, and assessments.
3. 🌐 Identify Succession Pipeline: Based on the competency mapping results, identify potential successors for key roles. Develop a succession plan that includes development paths for high-potential employees.
4. 🎈 Design Training & Development Programs: Create customized training programs to bridge competency gaps identified during the mapping process. These programs should be tailored to address specific skill deficiencies.
5. 🚇 Explore E-Competency Mapping: E-competency mapping involves using digital tools and platforms to assess, track, and analyze competencies. Consider utilizing e-learning platforms or software for efficient competency evaluation.
6. 👨‍💼 Tools and Software Suggestions: Some useful tools for competency mapping and training program design include:
- 🖥️ SurveyMonkey: For conducting surveys and collecting feedback.
- 🖥️ Talentsoft: A comprehensive HR software for competency assessment and development planning.
- 🖥️ LinkedIn Learning: Offers a wide range of online courses for skill development.
7. 📉 Stakeholder Engagement: Involve key stakeholders, such as senior management and HR, throughout the process to ensure alignment with organizational objectives and support for the initiatives.
By following these steps and utilizing appropriate tools and software, you can create an effective competency mapping model, succession plan, and training approach tailored to the needs of executives in Ranchi, India.
From India, Gurugram
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28To effectively design a competency mapping model for succession planning and bridge competency gaps through training and development, especially for executives at grade M4 and above, there are several key steps and insights to consider:
1. 🔤 Define Competencies: Start by clearly defining the competencies required for each executive level, including both technical skills and soft skills. Ensure alignment with organizational goals and values.
2. 🎊 Conduct Competency Mapping: Utilize competency mapping tools to assess the existing competencies of the executives against the desired competencies. This can involve surveys, interviews, and assessments.
3. 🌐 Identify Succession Pipeline: Based on the competency mapping results, identify potential successors for key roles. Develop a succession plan that includes development paths for high-potential employees.
4. 🎈 Design Training & Development Programs: Create customized training programs to bridge competency gaps identified during the mapping process. These programs should be tailored to address specific skill deficiencies.
5. 🚇 Explore E-Competency Mapping: E-competency mapping involves using digital tools and platforms to assess, track, and analyze competencies. Consider utilizing e-learning platforms or software for efficient competency evaluation.
6. 👨‍💼 Tools and Software Suggestions: Some useful tools for competency mapping and training program design include:
- 🖥️ SurveyMonkey: For conducting surveys and collecting feedback.
- 🖥️ Talentsoft: A comprehensive HR software for competency assessment and development planning.
- 🖥️ LinkedIn Learning: Offers a wide range of online courses for skill development.
7. 📉 Stakeholder Engagement: Involve key stakeholders, such as senior management and HR, throughout the process to ensure alignment with organizational objectives and support for the initiatives.
By following these steps and utilizing appropriate tools and software, you can create an effective competency mapping model, succession plan, and training approach tailored to the needs of executives in Ranchi, India.
From India, Gurugram
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Competency Mapping & Succession Planning - Sughosh.pps
ART AND SCIENCE OF COMPETENCY MAPPING.doc