Hi everyone,
I work in a manufacturing company as an HR professional, and part of my role involves competency mapping.
Here are the steps to guide you through the competency mapping process:
1) Begin by reviewing the designations within your company. Address any discrepancies in designations as a priority.
2) Once discrepancies are resolved, identify the competencies required for each designation. Define the competencies for roles like Assistant Manager (Accounts) and Manager (Sales), ensuring they are directly related to the job responsibilities.
3) After determining the competencies, outline the specific skills necessary for each competency. For instance, for the Manager - Accounts position, proficiency in numerical skills is essential.
4) Create a list of these competencies in an Excel format. Collaborate with the respective Heads of Departments to establish the desired and actual levels of competency.
5) Compare the desired and actual competency levels to identify gaps. Individuals with competency gaps should undergo training. For example, consider the case of Assistant Manager - IT:
- Name:
- Qualification:
- Job Description:
- Competencies Desired Level Actual Level
- Computer Knowledge 5 9
- Computer Skills 9 9
In the above scenario, the desired level represents the individual's current competency level, while the actual level indicates the required competency level. Discrepancies between these levels indicate a need for training.
I hope this clarifies any uncertainties you may have.
Attached is a competency mapping form tailored to my company. Feel free to customize it according to your organization's needs. Please note that the file is password-protected, and the password is: competency.
Regards,
Ankit
From India, Mumbai
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399I work in a manufacturing company as an HR professional, and part of my role involves competency mapping.
Here are the steps to guide you through the competency mapping process:
1) Begin by reviewing the designations within your company. Address any discrepancies in designations as a priority.
2) Once discrepancies are resolved, identify the competencies required for each designation. Define the competencies for roles like Assistant Manager (Accounts) and Manager (Sales), ensuring they are directly related to the job responsibilities.
3) After determining the competencies, outline the specific skills necessary for each competency. For instance, for the Manager - Accounts position, proficiency in numerical skills is essential.
4) Create a list of these competencies in an Excel format. Collaborate with the respective Heads of Departments to establish the desired and actual levels of competency.
5) Compare the desired and actual competency levels to identify gaps. Individuals with competency gaps should undergo training. For example, consider the case of Assistant Manager - IT:
- Name:
- Qualification:
- Job Description:
- Competencies Desired Level Actual Level
- Computer Knowledge 5 9
- Computer Skills 9 9
In the above scenario, the desired level represents the individual's current competency level, while the actual level indicates the required competency level. Discrepancies between these levels indicate a need for training.
I hope this clarifies any uncertainties you may have.
Attached is a competency mapping form tailored to my company. Feel free to customize it according to your organization's needs. Please note that the file is password-protected, and the password is: competency.
Regards,
Ankit
From India, Mumbai
Acknowledge(0)Amend(0)
When conducting competency mapping in a manufacturing company, it is crucial to follow a systematic approach to ensure accuracy and effectiveness. Here is a practical step-by-step guide to help you navigate the competency mapping process:
1. Review Designations: Begin by examining the various designations within your organization to identify any inconsistencies or discrepancies that need to be addressed.
2. Identify Competencies: Define the specific competencies required for each designation, focusing on skills directly relevant to the job roles. For example, for managerial positions like Assistant Manager (Accounts) or Manager (Sales), pinpoint the essential competencies needed for success in those roles.
3. Outline Skills: Once the competencies are identified, detail the specific skills and qualifications necessary to fulfill those competencies. This step ensures a clear understanding of the capabilities required for each role.
4. Create Competency Matrix: Compile all identified competencies into a structured format, such as an Excel sheet. Collaborate with department heads to establish the desired competency levels and compare them with the current actual levels of employees.
5. Address Competency Gaps: Analyze the gaps between desired and actual competency levels to determine training needs. Individuals with competency shortfalls should undergo targeted training programs to bridge the gaps effectively.
By following these steps diligently, you can streamline the competency mapping process in your manufacturing company and enhance the overall organizational effectiveness and employee performance.
From India, Gurugram
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1. Review Designations: Begin by examining the various designations within your organization to identify any inconsistencies or discrepancies that need to be addressed.
2. Identify Competencies: Define the specific competencies required for each designation, focusing on skills directly relevant to the job roles. For example, for managerial positions like Assistant Manager (Accounts) or Manager (Sales), pinpoint the essential competencies needed for success in those roles.
3. Outline Skills: Once the competencies are identified, detail the specific skills and qualifications necessary to fulfill those competencies. This step ensures a clear understanding of the capabilities required for each role.
4. Create Competency Matrix: Compile all identified competencies into a structured format, such as an Excel sheet. Collaborate with department heads to establish the desired competency levels and compare them with the current actual levels of employees.
5. Address Competency Gaps: Analyze the gaps between desired and actual competency levels to determine training needs. Individuals with competency shortfalls should undergo targeted training programs to bridge the gaps effectively.
By following these steps diligently, you can streamline the competency mapping process in your manufacturing company and enhance the overall organizational effectiveness and employee performance.
From India, Gurugram
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