Hi friends, My name is kartik and i am a new joinee to this forum. I want to implement the process of competency mapping in my organisation. Can anyone help me in describing the procedure for the same.
Regards
Kartik
From India, Delhi
Regards
Kartik
From India, Delhi
Kartik,
Hi! Competency mapping is a good start to benchmark performance priorities in your organization. But I think you need to check first your database on competence profile of your people. At least, from that you can have specific insights on how to scale competencies based on organizational need and set-up.
That is what I can suggest to you so far. Good luck!
AMO
From Philippines
1Hi! Competency mapping is a good start to benchmark performance priorities in your organization. But I think you need to check first your database on competence profile of your people. At least, from that you can have specific insights on how to scale competencies based on organizational need and set-up.
That is what I can suggest to you so far. Good luck!
AMO
From Philippines
Dear Karthik
To do competency mapping you first need competency directory which has to emerge from your business goal (both short term & long term).this directory should tell u very clearly as to what does that particular competency means to your organization and what are the indicators for the same.For eg: when u say openness in communication.What does open communication system mean in ur orgnizational context.Then u also could meet with functional heads to understand what kind of competencies does he think his team should possess, where does he feel there are currently.Then u could further meet with the condidates to assess thier current level and hence identify the learning requirement that you could draw as developmental plans.
In case u need any more info pls do let me know.I work one the largest Performance Consulting company in India.
To do competency mapping you first need competency directory which has to emerge from your business goal (both short term & long term).this directory should tell u very clearly as to what does that particular competency means to your organization and what are the indicators for the same.For eg: when u say openness in communication.What does open communication system mean in ur orgnizational context.Then u also could meet with functional heads to understand what kind of competencies does he think his team should possess, where does he feel there are currently.Then u could further meet with the condidates to assess thier current level and hence identify the learning requirement that you could draw as developmental plans.
In case u need any more info pls do let me know.I work one the largest Performance Consulting company in India.
Hi Kartik
Competency dictionary model
* competency defintion
* behavior indicators
* competency levels
The most imprtant area is competency level displayed for every role would not be similar and hence the competency levels and corresponding behavior traits are to be defined and developed for each role
The job family classification or role classification would be primarily done. And for each role, cometency levels are described. Each level will have a different behaviour description
Here is an illustration
Competency : Interpersonal Skills
Definition:
Ability to interact and engage with peers, superiors and subordinates with assertiveness and empathy. Clearly communicates the views and keep the group’s point of view in mind while discussing issues. Manages internal and external clients in harmony
Competency classification - 4 levels
Novice
--------
The extent of rapport and confidence enjoyed by this person with the team members is very minimal. The person is either not too engaged with others else new to the group
Beginner
-----------
Enjoys moderate amount of confidence and rapport among people Able to manage very close associates only with whom most of the interactions take place.
Skilled
-------
Enjoys good amount of rapport and confidence among team. Able to manage the people relations, but people might not be willing to open up personally all the times. Individually can handle people well, but in a group may not be effective always
Expert
--------
Enjoys high amount of rapport and confidence among people. Engages very well with everyone and plays a vital role in the balancing act during the times of disagreement among the team member. People confide personally and professionally on this person
Hope this helps you to get some idea
Cheers
Rajesh B
From India, Bangalore
Competency dictionary model
* competency defintion
* behavior indicators
* competency levels
The most imprtant area is competency level displayed for every role would not be similar and hence the competency levels and corresponding behavior traits are to be defined and developed for each role
The job family classification or role classification would be primarily done. And for each role, cometency levels are described. Each level will have a different behaviour description
Here is an illustration
Competency : Interpersonal Skills
Definition:
Ability to interact and engage with peers, superiors and subordinates with assertiveness and empathy. Clearly communicates the views and keep the group’s point of view in mind while discussing issues. Manages internal and external clients in harmony
Competency classification - 4 levels
Novice
--------
The extent of rapport and confidence enjoyed by this person with the team members is very minimal. The person is either not too engaged with others else new to the group
Beginner
-----------
Enjoys moderate amount of confidence and rapport among people Able to manage very close associates only with whom most of the interactions take place.
Skilled
-------
Enjoys good amount of rapport and confidence among team. Able to manage the people relations, but people might not be willing to open up personally all the times. Individually can handle people well, but in a group may not be effective always
Expert
--------
Enjoys high amount of rapport and confidence among people. Engages very well with everyone and plays a vital role in the balancing act during the times of disagreement among the team member. People confide personally and professionally on this person
Hope this helps you to get some idea
Cheers
Rajesh B
From India, Bangalore
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