Aanchal
Talent Engagement & Development
Pranati
Hr Manager
Gitika
Student
Kirthijaggi
Soft Skills Trainer
Reachmej
Hr Executive
+3 Others

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Dear all. can u ppl please guide me as to on which Indian companies practise Competency mapping?.if anyone has cases on the topic please mail it at gitikasathe@yahoo.co.in Thanks
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Amongst the first few was Tata Steel in india...Dont have any cases etc on them but can ans a few queries if u have any...or give u d email id of sumone u can contact there...
Thanks alot pranati for ur reply.
Actually i m doin a proj on Competency mapping....n quite confused on how to go abt it.it would a great favour if u cud mail me some of the email add's of ppl in Tata steel.
I m thinking of doin an industry study....mayb retail industry on competency mapping(some one suggested tht IT industry would not provide me with basic info on competency...)
What do u think about it?please let me knw ur opinion.can u also suggest me some basic books on Competency mapping?
Waiting for ur reply
Thanks alot!
hai gitika,

plz dont be confused about competency mapping. it is not at all difficult. the term appears glitzy though.

competencies are of three types, namely

generic

specific - these competencies are essential to everyone in that dept.

core - these competencies are exclusive to the position holder.

Develop a list of competencies that are available like critical thinking, analytical ability, written skills, oral communication, time management, goal setting, conflict management, etc. Define each competency

All u should now do is, identify the level of employees under study. that means, whether u r studying entry level managers, or sr. managers or specialists or so on.

from the list generated, identify, the generic, specific and core for the positions under study. Each competency should be accompanied by behavioral indicators. for example,

CONFLICT MANAGEMENT: Anticipates or seeks to resolve confrontations, disagreements, or complaints in a constructive manner.

BEHAVIORAL INDICATORS:

• Recognizes the potential for conflicts, confrontations, or disagreements.

• Resolves conflicts, confrontations, or disagreements in a constructive manner.

• Addresses formal and informal complaints from employees.

• Addresses formal and informal complaints from persons other than employees (e.g., customers, suppliers).

• Attempts to resolve employee complaints.

• Attempts to resolve complaints from persons other than employees.

Now, examine their job profiles or job descriptions. develop the competencies required for each position from the list u developed in terms of generic, specific and core/key competencies and draw a table with rows and colums with positions understudy on the top and list of competencies generated for each position on the left and tick or cross most essential, essential and least essential.

thats all

any doubts, call me.

regards,

Dr. Prageetha

9247021039 (O)

9949870444 (cell)
Dear Mam,
Thank alot for providing me with such useful n detailed information.
I m really sorry for late reply as i was out of town.
I m thinking of studing-How competency based HR practices are done,namely, in the below said areas-
Recruitment & Selection
Reward system
Performance Management
Career Plan & Career Development
Succession plans & succession development
Training/Development plans & programmes
Can u please provide me some more guidance on the above areas.
Please mail me at
Also let me know if i could be of some help to u.
Waiting for ur reply.....
Thanks & Regards :)
NTPC is a PSU wich undertakes Competency mapping for its PMS..
Rite now they have already identified 18 different competencies for all of their grades.
Some of these competencies are compulsory andsome the Executives can choose mutualy with their reporting officer.
U need any more help.
Drop im a pm..
Regards
Aanchal.
dear all
i'm wrking on a project "competency mapping" in one organisation, this concept is totally new for that orgnsatn, hw should i proceed ? please guide me, also i would like to know various competency models
Hutch Orange, GE Capital, Pricol, DS Group, TCS, Novell, HCL Technologies, O & M, L & T, Help Age India, Cognizant Technologies, Cairn Energy India pvt. Lupin Ltd., GAIL, L.G. Electronics India Ltd, Bharti Cellular, Thermax group, Sandvik Asia, Mercuri Goldmann Pvt. Ltd., Exide Industries, Kochi Refineries, Infosys, Royal Enfield, Patni Computer Systems, Visteon India, Tata Tea, NIIT, IPCL, NALCO, Cadila Pharmaceuticals, Welspun India Ltd., Wockhardt ltd, Edutech Middle-east LLC (Dubai), Birla Cellulosic, TATA AIG Insurance Company, HDFC Standard Insurance Co. TATA Cummins, ONGC, Indian Rayon, Wyeth, BPL Mobile Cellular, MICO, Philips, Power Grid Corporation, TATA Motors, Siemens Ltd., Mahanagar Gas, Srilanka Telecom (Srilanka), Bharat Electronics, IFFCO, Gati, HPCL, SBI Staff College, TNT, Action Aid India, Indo-German Social Service, Idea Cellular, etc
All the above orgs hav gt their employees trained in 4 competency mapping course... but duno if they follow it or no.
Akansha, will u be able to help me on how certain Software companies like Infy go about their Competency mapping... Or a refernce from whom I can fetch details.... Tnx in advance
I m Deepika Tikekar , and have worked on competencies of various employees based on situational analysis n have taken certain interviews with AGM in BHEL, thereby mapped their competencies, i wanna know whether morgan stanley maps competencies or not?
kindly reply !!
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