Dear All,
I am preparing doc/note on capability building. Concept is jus to enhance the organization capability in a broader approach. can any one help me out on this? Please, Share template or doc.
Regards,
Bishnu
I am preparing doc/note on capability building. Concept is jus to enhance the organization capability in a broader approach. can any one help me out on this? Please, Share template or doc.
Regards,
Bishnu
Dear Bishnu,
You could have given little more information, are you student or professional? If latter then what is your designation and why are you doing this exercise? Is it your initiative or your management has told you to do so? What is the nature of your industry?
Building capability has various components. Do you wish to build human capability? Then you need to prepare career plan, succession plan for the employees.
Building market capabilities or physical capabilities would depend on your financial capability or plainly it is called as profit. So first check your pockets. Without deep pockets no capability can be built!
Thanks,
Dinesh V Divekar
From India, Bangalore
7884You could have given little more information, are you student or professional? If latter then what is your designation and why are you doing this exercise? Is it your initiative or your management has told you to do so? What is the nature of your industry?
Building capability has various components. Do you wish to build human capability? Then you need to prepare career plan, succession plan for the employees.
Building market capabilities or physical capabilities would depend on your financial capability or plainly it is called as profit. So first check your pockets. Without deep pockets no capability can be built!
Thanks,
Dinesh V Divekar
From India, Bangalore
Dear Bishnu,
Dinesh Divekar has raised apt questions. Hence, I will make a general comment to help other bloggers to pose questions in the right way.
Whenever we raise questions, to help experts and other bloggers to give precise answers without stabbing in the dark, we need to clearly state what we do, our role, and what type of organisation we work for, etc. Also, we need to take the trouble of searching the web first and clearly and concisely state what we know about the topic, to avoid being accused of depending on spoon-feeding. For example, I searched the web and found many links on the topic of Organisational Capability. A short piece at [url] http://www2.bc.edu <link updated to site home> and a long article at http://www.iareg.org/fileadmin/iareg...IAREG_1.2c.pdf
Now Bishnu, if you do mind, could you kindly tell us how you will use the material found in the two links to answer the question that you raised?
From United Kingdom
Dinesh Divekar has raised apt questions. Hence, I will make a general comment to help other bloggers to pose questions in the right way.
Whenever we raise questions, to help experts and other bloggers to give precise answers without stabbing in the dark, we need to clearly state what we do, our role, and what type of organisation we work for, etc. Also, we need to take the trouble of searching the web first and clearly and concisely state what we know about the topic, to avoid being accused of depending on spoon-feeding. For example, I searched the web and found many links on the topic of Organisational Capability. A short piece at [url] http://www2.bc.edu <link updated to site home> and a long article at http://www.iareg.org/fileadmin/iareg...IAREG_1.2c.pdf
Now Bishnu, if you do mind, could you kindly tell us how you will use the material found in the two links to answer the question that you raised?
From United Kingdom
Dear Mr.Dinesh
Thank you for responding
Yes you are right. I am working in the manufacturing company as an HR Manager. I spent 5 year in the factory and recently I am transferred to corporate office where I am given an assignment to enhance people capability by introducing proper system/policy in place. Traditionally, input to develop training calendar, is taken from Performance Appraisal which is done once in a year at the end of financial year.
In this context, to give a bigger approach to the people capability I have given a five pillar approach which is attached in detail and I feel this looks more theoretical document and it should be practical. Is it a good idea to use template on each approach then how should be the template? I wanted some enlighten on this basically.
Thank you for responding
Yes you are right. I am working in the manufacturing company as an HR Manager. I spent 5 year in the factory and recently I am transferred to corporate office where I am given an assignment to enhance people capability by introducing proper system/policy in place. Traditionally, input to develop training calendar, is taken from Performance Appraisal which is done once in a year at the end of financial year.
In this context, to give a bigger approach to the people capability I have given a five pillar approach which is attached in detail and I feel this looks more theoretical document and it should be practical. Is it a good idea to use template on each approach then how should be the template? I wanted some enlighten on this basically.
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Capability Building.doc
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