Dear All, My company is planning to go for competency Mapping and i am assigned to make a mannual for the same. Can anyone suggest an ideal competency Mapping Chart. Regards Srishti
From India, Bangalore
12From India, Bangalore
HELLO SRISTHI, TO UR QUERY HERE IM RESPONDING WITH SOME SUGGESTIONS TO GUIDE U IN YOUR TASK C CAN TAKE SOME TIPS FROM THE BELOW 1.Competency titles 2.Definitions of those titles Generic Competencies -- Competencies which are considered essential for all employees regardless of their function or level. - Communication, initiative, listening etc. Managerial Competencies-- Competencies which are considered essential for employees with managerial or supervisory responsibility in any functional area including directors and senior posts. 3.Key Behaviour indicators Technical / Functional Specific competencies which are considered essential to perform any job in the organisation within a defined technical or functional area of work. e.g.: Human Resources, Engineering etc Job Analysis leads to:--- long lists of tasks and the skills / knowledge required to perform each of those tasks Data generation from subject matter experts; job incumbents Effective Performance Steps in Model Building Competency - Broad Categories Background information about the organisation Decide on the Occupation / Job Position(s) that require competency Model(s) Discuss the application of the competency model Select a data collection method and plan the approach Organize Data collected Identify main themes or patterns Build the model - Defining specific behaviour Indicators Review the model Critical incident technique - interviewing top performers incidents that lead to effective performance incidents that lead to in effective performance Discuss specific behaviours List behaviours List competencies DESIGNING THE QUESTIONNAIRE CONTINUED 1.1.5 Relationship. 1.1.6 Organization Structure. 1.1.7 Empowerment of the position. 1.1.8 Challenges in the job. 1.1.9 Changes expected in the technology, product, process etc in the next 2-3 years. 1.1.10 Budget and Controls. 1.1.11 Investment Plan. 5.0 FINALISING CORE COMPETENCIES FOR Front Line Management Middle Management Senior Management / Top Management THE ABOVE SUGGETION HAS BEEN TAKEN FROM ONE OF THE PPT POSTED AT THE CITE HR.COM WITH BEST REGARDS Gourisankar.S Asst Prof HR OB ICFAI SAMBALPUR 
mob-+91 9437527515 WITH [/u]
From India, Pune
From India, Pune
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Competency mapping.ppt
EPF ON LINE REGN. USER MANUAL.pdf
HR Manual (Employee Hand Book).doc