hi all, I am doing project on competancy mapping in a chemicals maufacturing company with turnover 600 crores. can anyone suggest standard competancy for of purchase manager, productmanager, audit,
From India, Puruliya
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From India, Puruliya
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Hi Ananya, there is no fixed rule for listing the competencies required for the mentioned designations. Competencies vary from organization to organization. Broadly, you should categorize the competencies into two main groups: Functional & Behavioral.
Steps to Determine Competencies
Before determining the competencies needed for the positions, it is advisable to create a PIQ (Position Information Questionnaire), Job Description, and Job Evaluation.
Hope this information is helpful.
Regards,
RITESH
XISS- HRM
Run your own race
From India, Ranchi
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Steps to Determine Competencies
Before determining the competencies needed for the positions, it is advisable to create a PIQ (Position Information Questionnaire), Job Description, and Job Evaluation.
Hope this information is helpful.
Regards,
RITESH
XISS- HRM
Run your own race
From India, Ranchi
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I appreciate you posting the slides as it is always good to share and learn. We have been doing job competency profiling and developing organizational structures across a range of industry sectors and use the following model, supported by software:
Job Profiles Structure
Job profiles comprise two parts, i.e., competence and performance. Competence is about acquired job knowledge, acquired job skills, and inherent attributes/traits/aptitudes. Performance is about outputs, activities, and performance standards. These are both underpinned by values and behaviors. The resulting profile will be used to recruit, train, manage performance, etc. It is important to differentiate between competence and performance, as a deficiency in either may require very different remedies. Fortunately, we have software to capture all these fields, which then uses the data to automatically produce recruitment advertisements, performance management documents, and competence evaluation/assessment and training plans, etc.
In addition, we have a bank of over 240,000 competencies and 2,400 jobs which we often use as benchmarks to assist in the process of developing competency models and profiling.
Let me know if you are interested in further discussion.
Regards,
Leon Conradie
From Australia, Perth
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Job Profiles Structure
Job profiles comprise two parts, i.e., competence and performance. Competence is about acquired job knowledge, acquired job skills, and inherent attributes/traits/aptitudes. Performance is about outputs, activities, and performance standards. These are both underpinned by values and behaviors. The resulting profile will be used to recruit, train, manage performance, etc. It is important to differentiate between competence and performance, as a deficiency in either may require very different remedies. Fortunately, we have software to capture all these fields, which then uses the data to automatically produce recruitment advertisements, performance management documents, and competence evaluation/assessment and training plans, etc.
In addition, we have a bank of over 240,000 competencies and 2,400 jobs which we often use as benchmarks to assist in the process of developing competency models and profiling.
Let me know if you are interested in further discussion.
Regards,
Leon Conradie
From Australia, Perth
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Competency Mapping - Techniques and Models.ppt