I am doing a project on competency mapping in RCF Ltd. I am an MBA student working on this project for my placements. Can anyone please tell me what I need to do after preparing a questionnaire? It would be nice if you could help me through this.
Thank you
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1Thank you
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I am doing gap analysis. I have chosen different departments like that of HR, HRD, and Finance. I found out there are needed competencies, and tomorrow I have planned to meet the superiors of all the job positions and get my questionnaire filled by them on the present competency of the employee and expected competency. The superiors would be rating it. Then I will draw a graph showing the same, from where I will get to know the gaps. This can help the management to plan for any kind of training required. Sir, am I going the right way? Or am I wrong? Or should I improve? I would like your advice for it.
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And sir, there are a lot of constraints here. I need to complete my project by July 30. I have to do its analysis and interpretation. RCF is a public sector, so they are least interested in my project. But then, I have to do something different. Hence, I will do as you directed. Thanks once again.
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Dear Gargi,
Thank you for the additional information. Please read and digest the articles at http://www.ijern.com/images/January-2013/c-04.pdf and http://www.olmedilla.info/pub/2007/2...competence.pdf. The latter contains conceptual models, too. More at https://www.google.co.uk/webhp?sourc...ing%20analysis.
I sympathize with your situation. Even in private sector organizations, one can face disinterest in a study like that.
As this is a professional forum, please refrain from using "mobile text language."
Kindly send me the questionnaire used by you if you want me to take a look at it and suggest improvements. You can send it as a private message.
From United Kingdom
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Thank you for the additional information. Please read and digest the articles at http://www.ijern.com/images/January-2013/c-04.pdf and http://www.olmedilla.info/pub/2007/2...competence.pdf. The latter contains conceptual models, too. More at https://www.google.co.uk/webhp?sourc...ing%20analysis.
I sympathize with your situation. Even in private sector organizations, one can face disinterest in a study like that.
As this is a professional forum, please refrain from using "mobile text language."
Kindly send me the questionnaire used by you if you want me to take a look at it and suggest improvements. You can send it as a private message.
From United Kingdom
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"As this is a professional forum, please refrain from using 'mobile text language'.
Usage of SMS dialogue, improper grammar, spelling mistakes, and incomplete queries are common features of certain posts. Members are not able to provide correct answers to queries due to gaps in the information given. People should write self-contained queries that provide relevant information so that members can provide views. This information should be cross-checked before being applied in situations by other members."
From India, Pune
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Usage of SMS dialogue, improper grammar, spelling mistakes, and incomplete queries are common features of certain posts. Members are not able to provide correct answers to queries due to gaps in the information given. People should write self-contained queries that provide relevant information so that members can provide views. This information should be cross-checked before being applied in situations by other members."
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I gave a look to those links, found them great. will read them and will soon let you know the result Thank You so much for help extended by you
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Thank you for the private message and the attached questionnaire. Please let us know what the idea is behind collecting demographic details. If you wish to collect the data, kindly ask at the end rather than at the outset.
The way you have structured the questionnaire proves useful for a manager to assess the competency of their staff. However, it may not effectively serve the purpose of measuring the gap. I recommend reviewing the article mentioned in my previous post and making the necessary adjustments.
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The way you have structured the questionnaire proves useful for a manager to assess the competency of their staff. However, it may not effectively serve the purpose of measuring the gap. I recommend reviewing the article mentioned in my previous post and making the necessary adjustments.
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Sir, I read one of your attachments. Believe me, this is the same thing that my mentor was saying to me. I did not understand what you meant by, "Please let us know what is the idea of collecting demographic details. If you want to collect the data, then please ask at the end rather than at the outset." Can you please explain where I am going wrong?
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Did You meant Why am I going Department wise and not Division/ level/ Hierarchy wise ?
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No, I did not mean that. You can do department-wise. Please see http://umu.diva-portal.org/smash/get...FULLTEXT01.pdf where SERQUAL Gap analysis is done.
Though the concepts are different, it will give you an idea of what is meant by Expectation and Perception Gap means.
Please also read and digest the presentation at http://annex.ipacweb.org/library/conf/10/blair.pdf found at https://www.google.co.uk/webhp?sourc...nalysis+report
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Though the concepts are different, it will give you an idea of what is meant by Expectation and Perception Gap means.
Please also read and digest the presentation at http://annex.ipacweb.org/library/conf/10/blair.pdf found at https://www.google.co.uk/webhp?sourc...nalysis+report
From United Kingdom
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Competency mapping.ppt
ART AND SCIENCE OF COMPETENCY MAPPING.doc