Dear Seniors,
I am working as an HR Executive in one of the IT companies based in Pune. I have been assigned the task of designing a Competency Matrix, KRAs, JDs, Training calendar, and Half-yearly and Yearly Performance reviews.
I have developed skill sets that I would like to share with you. I will create the Competency matrix based on these skills. However, my boss wants me to develop tools to measure or weigh those skills objectively, avoiding subjective measures.
Please assist me with this task.
Regards, Sapana
From India, Pune
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9I am working as an HR Executive in one of the IT companies based in Pune. I have been assigned the task of designing a Competency Matrix, KRAs, JDs, Training calendar, and Half-yearly and Yearly Performance reviews.
I have developed skill sets that I would like to share with you. I will create the Competency matrix based on these skills. However, my boss wants me to develop tools to measure or weigh those skills objectively, avoiding subjective measures.
Please assist me with this task.
Regards, Sapana
From India, Pune
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Dear Sapna,
It appears that you are confused with the definition of the "skill." It is defined as the "ability to give consistent output in a defined time span and by consuming defined resources." Against this backdrop, "absenteeism" or "dress code" certainly cannot be skills.
Secondly, more than a skill set, what matters is the ability to give output. Therefore, I recommend you concentrate on Key Result Areas (KRAs) more than the skills. How will you handle a situation wherein a competency matrix shows a person has sufficient skills but is unable to produce the required output?
I recommend you go through my following posts:
- https://www.citehr.com/511936-pms-company.html
- https://www.youtube.com/watch?v=fTe8Pu6yioo
For further clarification, feel free to call me on my mobile.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
It appears that you are confused with the definition of the "skill." It is defined as the "ability to give consistent output in a defined time span and by consuming defined resources." Against this backdrop, "absenteeism" or "dress code" certainly cannot be skills.
Secondly, more than a skill set, what matters is the ability to give output. Therefore, I recommend you concentrate on Key Result Areas (KRAs) more than the skills. How will you handle a situation wherein a competency matrix shows a person has sufficient skills but is unable to produce the required output?
I recommend you go through my following posts:
- https://www.citehr.com/511936-pms-company.html
- https://www.youtube.com/watch?v=fTe8Pu6yioo
For further clarification, feel free to call me on my mobile.
Thanks,
Dinesh Divekar
From India, Bangalore
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