hi all, I am doing project on competancy mapping in a chemicals maufacturing company with turnover 600 crores. can anyone suggest standard competancy for of purchase manager, productmanager, audit,
From India, Puruliya
From India, Puruliya
Hi Ananya,
Look, there is no fixed rule to jot down the competency of the above-mentioned designation. Competency of a position varies from organization to organization. Roughly speaking, you will have to divide the competencies into two major categories: Functional & Behavioral.
Please prepare a PIQ (Position Inforamation Questionnaire), Job description and Job evaluation before finally arriving at the competencies required for the position.
Hope it helps.
RITESH
XISS- HRM
Run your own race
From India, Ranchi
Look, there is no fixed rule to jot down the competency of the above-mentioned designation. Competency of a position varies from organization to organization. Roughly speaking, you will have to divide the competencies into two major categories: Functional & Behavioral.
Please prepare a PIQ (Position Inforamation Questionnaire), Job description and Job evaluation before finally arriving at the competencies required for the position.
Hope it helps.
RITESH
XISS- HRM
Run your own race
From India, Ranchi
Hi Ananya
I appreciate you posting the Slides as it is always good to share and learn. We have been doing Job competency profiling and developing organisational structures across a range of industry sectors and use the following model, supported by software:
Job Profile comprises of 2 parts, i.e. Competence and Performance. Competence is about Acquired Job knowledge, Acquired Job skills and inherent attributes/traits/aptitudes. Performance is about Outputs, Activities and performance standards. These are both underpinned by values and behaviours. The resulting profile will be used to recruit, train, manage performance, etc. It is important to differentiate between competence and performance, as a deficiency in either may require very different remedies. We fortunately have software to capture all these fields, which then uses the data to automatically produce recruitment advertisements, performance management documents and competence evaluation/assessment and training plans, etc.
In addition, we have a bank of over 240 000 competencies and 2400 jobs which we often use as benchmark to assist in the process of developing competency models and profiling.
Let me know if you are interested in further discussion.
Leon Conradie
From Australia, Perth
I appreciate you posting the Slides as it is always good to share and learn. We have been doing Job competency profiling and developing organisational structures across a range of industry sectors and use the following model, supported by software:
Job Profile comprises of 2 parts, i.e. Competence and Performance. Competence is about Acquired Job knowledge, Acquired Job skills and inherent attributes/traits/aptitudes. Performance is about Outputs, Activities and performance standards. These are both underpinned by values and behaviours. The resulting profile will be used to recruit, train, manage performance, etc. It is important to differentiate between competence and performance, as a deficiency in either may require very different remedies. We fortunately have software to capture all these fields, which then uses the data to automatically produce recruitment advertisements, performance management documents and competence evaluation/assessment and training plans, etc.
In addition, we have a bank of over 240 000 competencies and 2400 jobs which we often use as benchmark to assist in the process of developing competency models and profiling.
Let me know if you are interested in further discussion.
Leon Conradie
From Australia, Perth
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Competency mapping.ppt
ART AND SCIENCE OF COMPETENCY MAPPING.doc