Hi All,
I am Karthika Tirupathi, working as an HR Executive in an IT SME in Hyderabad. I would like to implement a Competency Mapping Process in our company to align HR processes with competencies. I request experts to share their ideas. Due to budget constraints, management is not willing to seek consultants' help for this purpose.
Help Required!
Thanks,
Karthika
From India, Hyderabad
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I am Karthika Tirupathi, working as an HR Executive in an IT SME in Hyderabad. I would like to implement a Competency Mapping Process in our company to align HR processes with competencies. I request experts to share their ideas. Due to budget constraints, management is not willing to seek consultants' help for this purpose.
Help Required!
Thanks,
Karthika
From India, Hyderabad
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Dear Ms. Karthika,
The concept of COMPETENCY MAPPING is a quite effective and creative process. Without having knowledge about relevant skills and competencies regarding respective job/task/assignment execution strategies while correlating with DESIGNATION, it will be very difficult for you to carry out competency mapping.
Since you are not in a position to hire consultants,
1) I suggest you spare some time in studying ROLES and RESPONSIBILITIES - EMPLOYEE CATEGORY WISE.
2) You may seek support from respective Department heads to acquire RELEVANT/ A SET OF SKILLS and COMPETENCIES required for SUCCESSFUL JOB EXECUTION.
3) SKILLS are different from COMPETENCY. For example, an Electrical Engineer appointed as a SUPERVISOR, given a team of 20 Technicians needs additional skills (competencies) to MANAGE his TEAM to achieve ORGANIZATIONAL GOALS while delivering QUALITY OUTPUT. Competencies at the Supervisory level include TEAM BUILDING, BUSINESS COMMUNICATION SKILLS, EFFECTIVE PLANNING, ORGANIZING, SCHEDULING, DELEGATION, MONITORING, SUPPORT, FEEDBACK, COMMUNICATION, LISTENING, INTERPERSONAL (ACROSS LEVELS), MENTORING and COACHING, LEADERSHIP SKILLS (DIRECTIVE / ADAPTIVE / SUPPORTIVE / COOPERATIVE / INFLUENTIAL), DECISION MAKING, CONFLICT and PROBLEM SOLVING, ABILITY TO DEAL WITH CUSTOMERS.
You need to define these specific competencies accurately; else, the mapping process (measuring factors) will be cumbersome, biased, and may sound like just assuming things. For example, "AIMING WITHOUT TARGET (GOAL) HAS NO USE" or "BUILDING CASTLES IN THE AIR."
You may also google it or search the citehr database for basic help.
I suggest you purchase the ebook version from amazon.com "The Value-Added Employee," by Edward J. Cripe and Richard S. Mansfield.
Kindly develop your confidence level and start thinking creatively for better results as we all are blessed with many skills. No doubt, we learn by making mistakes. But, the mistakes shouldn't be repeated intentionally.
We need to take risks to succeed in our lives; else, we will never progress nor taste success.
Good Luck.
With profound regards
From India, Chennai
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315The concept of COMPETENCY MAPPING is a quite effective and creative process. Without having knowledge about relevant skills and competencies regarding respective job/task/assignment execution strategies while correlating with DESIGNATION, it will be very difficult for you to carry out competency mapping.
Since you are not in a position to hire consultants,
1) I suggest you spare some time in studying ROLES and RESPONSIBILITIES - EMPLOYEE CATEGORY WISE.
2) You may seek support from respective Department heads to acquire RELEVANT/ A SET OF SKILLS and COMPETENCIES required for SUCCESSFUL JOB EXECUTION.
3) SKILLS are different from COMPETENCY. For example, an Electrical Engineer appointed as a SUPERVISOR, given a team of 20 Technicians needs additional skills (competencies) to MANAGE his TEAM to achieve ORGANIZATIONAL GOALS while delivering QUALITY OUTPUT. Competencies at the Supervisory level include TEAM BUILDING, BUSINESS COMMUNICATION SKILLS, EFFECTIVE PLANNING, ORGANIZING, SCHEDULING, DELEGATION, MONITORING, SUPPORT, FEEDBACK, COMMUNICATION, LISTENING, INTERPERSONAL (ACROSS LEVELS), MENTORING and COACHING, LEADERSHIP SKILLS (DIRECTIVE / ADAPTIVE / SUPPORTIVE / COOPERATIVE / INFLUENTIAL), DECISION MAKING, CONFLICT and PROBLEM SOLVING, ABILITY TO DEAL WITH CUSTOMERS.
You need to define these specific competencies accurately; else, the mapping process (measuring factors) will be cumbersome, biased, and may sound like just assuming things. For example, "AIMING WITHOUT TARGET (GOAL) HAS NO USE" or "BUILDING CASTLES IN THE AIR."
You may also google it or search the citehr database for basic help.
I suggest you purchase the ebook version from amazon.com "The Value-Added Employee," by Edward J. Cripe and Richard S. Mansfield.
Kindly develop your confidence level and start thinking creatively for better results as we all are blessed with many skills. No doubt, we learn by making mistakes. But, the mistakes shouldn't be repeated intentionally.
We need to take risks to succeed in our lives; else, we will never progress nor taste success.
Good Luck.
With profound regards
From India, Chennai
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Hi Khadir, Thank you so much for the suggestions! I will get back to you after following your suggestions! I appreciate your immediate response. Thanks, Karthika
From India, Hyderabad
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From India, Hyderabad
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Hi Sir, Really appreciate your in depth response for very important topic in HR. I will follow this and get back to you if having any doubts.
From India, Mumbai
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From India, Mumbai
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Hi, a complete competency framework for the IT industry can be downloaded from: [SFIA Foundation | SFIA Home | SFIA Foundation](http://www.sfia.org.uk)
Joy
From United Kingdom, Manchester
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Joy
From United Kingdom, Manchester
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First requirement is the right knowledge. A course on competence development from a good provider is the first step. Incomplete knowledge is dangerous.
Next, let a good consulting firm like KPMG design and implement. You would be faced with a major issue - that there would be no one to correct the work that you are doing, e.g., competence dictionary/definitions etc.
I am a "certified performance and competence developer." I can offer you limited help provided your fundamentals are in the right order.
From India, Delhi
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Next, let a good consulting firm like KPMG design and implement. You would be faced with a major issue - that there would be no one to correct the work that you are doing, e.g., competence dictionary/definitions etc.
I am a "certified performance and competence developer." I can offer you limited help provided your fundamentals are in the right order.
From India, Delhi
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Dear All,
Greetings from Central Test!
We at Central Test design assessments for all your HR needs like Recruitment, Appraisal, Training and Analysis, Strategic HR Alignment, Competency Mapping which are suitable to all kinds of companies. Central Test provides scientifically validated assessments; customized training and consulting services.
Our psychometric solution helps you in:
• Recruitment Process
• Internal evaluation
• Training & Development
• Career management
I take this opportunity to invite you to visit the below link and subscribe few of our tests for free and see how our assessments & online platform works.
HR Solutions
In recruitment, psychometric will help you to identify the personality and competencies of an individual. It can also help you to identify his or her leadership style, team type, the impact he or she will have on a team and many other aspects.
Our online platform allows you to manage all your HR assessments independently. From your client account you can register candidates, send test invitations, view test results, and configure job requirements.
Every test published and distributed by Central Test has been validated by a team of psychologists specializing in the field of psychometrics. These tests are as per the international standards of scientific validation set out by the International Test Commission and the American Psychological Association.
Acknowledge(0)Amend(0)
Greetings from Central Test!
We at Central Test design assessments for all your HR needs like Recruitment, Appraisal, Training and Analysis, Strategic HR Alignment, Competency Mapping which are suitable to all kinds of companies. Central Test provides scientifically validated assessments; customized training and consulting services.
Our psychometric solution helps you in:
• Recruitment Process
• Internal evaluation
• Training & Development
• Career management
I take this opportunity to invite you to visit the below link and subscribe few of our tests for free and see how our assessments & online platform works.
HR Solutions
In recruitment, psychometric will help you to identify the personality and competencies of an individual. It can also help you to identify his or her leadership style, team type, the impact he or she will have on a team and many other aspects.
Our online platform allows you to manage all your HR assessments independently. From your client account you can register candidates, send test invitations, view test results, and configure job requirements.
Every test published and distributed by Central Test has been validated by a team of psychologists specializing in the field of psychometrics. These tests are as per the international standards of scientific validation set out by the International Test Commission and the American Psychological Association.
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
Competency mapping.ppt
ART AND SCIENCE OF COMPETENCY MAPPING.doc