Dinesh Divekar
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Hi Friends, my senior is asking me to draft JD for VP - HR with Radar Chart, and I have drafted JD VP -HR perfectly but not able to draft radar chart.
Kindly guide me is it possible to make JD for VP - HR and reflect JD in Radar Chart ????????????//
Plz share your opinions asap..
16th February 2012 From India, Pune
11 View no response, kindly share your expert view....... It looks like not possible to draft Radar chart on the basis of JD VP -HR, but still if some one every cross around this , plz share if not then also share ur opinion
16th February 2012 From India, Pune
Dear Raj,

There is no reply even with 11 views because the information that you have given is inadequate.

The important thing is what is your designation? Making JD of some VP is job of Directors. How come they have delegated this job to you?

Secondly, about Radar Chart, did you search Google? I did some search. You can click here to refer one of the links.

In the webpage of the link that I have provided, you will get the Radar Chart, but then it is important to know what and how many points you would like to include? Number of vertices of this geometrical figure will be number of points that you include.


Dinesh V Divekar

Beware of false knowledge; it is more dangerous than ignorance.
16th February 2012 From India, Bangalore
Dear Dinesh,
Thanks for your response and I would like to respond to your quires:-
I am working as Manager HR and reporting to AGM - HR, we are planning to hire VP HR and JD is Attached for your kind reference, Plz go through and suggest how to draft Radar Chart with contents of JD VP - HR
16th February 2012 From India, Pune

Attached Files
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File Type: doc VP HR JD 8i.doc (99.0 KB, 817 views)

can any one help plz to relate VP - HR -JD with radar chart.. I have attached finalized VP JD and its content which hv to incorporate in radar chart
16th February 2012 From India, Pune
Can any one help plz ? this is something which I have neaver heared and not able to fing on Google n other social learning websites, so I have shared with all friends of citehr to get the solution for this problem. Kindly all of you pay attention and do the needful
16th February 2012 From India, Pune
Hi, Radar Chart is also known as Web Chart. You can easily get details if you do Google search. Col.Suresh Rathi
17th February 2012 From India, Delhi
Dear , Pl find graph Regards Abhay
17th February 2012 From India, Thana

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File Type: pdf graph.pdf.pdf (10.4 KB, 308 views)

Pl read the book on Value Migration by Adrain slywotzky for details on Radar screen, It is a strategic concept Regards, Gopikrishna
17th February 2012 From India, Madras
Actually Friends, my senior is saying give numerical vales to Preferred & Essential variables of JD and then on those values drive radar chart.
I have done all kind of search in this universe but not able to co relate(JD variable in numerical values and then on that numerical values to drive Radar Chart.)
After following and doing every thing I believe its not possible..... :-( Kindly share have u ever come across such situation if yes then whats the solution and if not then How shd I save my life
18th February 2012 From India, Pune
Dear Raj,

Have your organisation conducted a job analysis for this senior position?

You have mentioned Essential Traits and Desirable Elements in the JD. Out of these essential elements, give numerical values (ie, ratings. Eg: - on a scale of 1-10) indicating the importance and relevance of a particular trait the incumbent for this position must have, satisfying the mission and objectives of your organization. Out of the essential components, some traits may be highly important. Give high scales for that. Give fewer values for elements that are of less importance, comparatively with other elements.

After assigning values to all essential elements and desired traits, draw a table in MS excel using all important data. Select the table completely and go to chart wizard from the insert menu and look down for radar chart. Select the radar chart option and click next. Fill up all data appropriately. You will get the desired chart.

The most important thing is - rating each trait, assigning values to the essential traits and desired elements in the JD. Which should be done after careful discussion and thorough assessment about it by your top management.

Usually these jobs are done by highly trained HR experts or consultants.

Anyway, go ahead...All the best..
18th February 2012 From India, Thiruvananthapuram
To understand radar chart pl read the book on 'Value Migration' by Adrian Slywotzky Regards, Gopikrishna
18th February 2012 From India, Madras
What Binu is saying is right. A radar chart is simple if you use MS Excel.
1) Take the table in page 2 and transpose to MS Excel
2) Use a ranking system (1 to 10) and rank the traits
3) Use chart wizard and create radar chart
4) On the radar chart image, publish the ranking by importance and explain any coloring schematics you use.
Hope this helps and do let the others know if their inputs helped.
18th February 2012 From India, Mumbai
Dear Raj,

Here's my suggestions for you:

  1. You have identified the areas which most essential for the role. Please consider a mind map to the most crucial concern at an organization-level, that has lead to this hiring decision. Find the connect to other supporting reasons, leading to this hire. Identify a time-line to each node. Such as , if the chief concern is managing a larger workforce due to the expansion of the company within the next six months, then the branch-outs are a compensation review to get the new talents within a month, manpower planing and acquisition to ensure the ramp-up for next quarter and so on.
  2. Here, you may not be able to give a definite weight-age, as you will find few nodes small but very sensitive. Such as the PR responsibility might seem considerably small, yet sensitive.
  3. Identify the top concerns within the functional-level and then chart out the criteria , one must have to resolve it. Such as, you have a very low internal HR branding. Identify what are the reasons contributing to it and a probable action plan. Leave this plan rough as this is what the interviewer may require to discuss with the interviewees.
  4. Similarly, consider other areas, including compensation , standardization and other areas as core concern and then branch-out to what needs to be solved.

Please consider, involving a very senior skip level consultant, who might have been interviewing the directorial candidates. A third-party neutral view would help in closing a position at its best. A good deal of brainstorming for this document now, will help drawing a Performance scorecard, later. Wish you all the best!
18th February 2012 From India, Mumbai
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