hi i m working as manager hr in automobile industry in a dealership , want to do compentency mappin and balance scorcard . kindly help me najam
From India, Madras
From India, Madras
competency mappig is something which is not new but now it has been discovered as that tool of management which helps the organization to manage its human resource related issues.
Competency mapping is ;mapping the required level of the competencies required to do a particular job and mapping the employees( and finding out their actual level. which inturn would help in gap analysis.
The results can be used for training & Development, recruitments & Selection, performance appraisals, deciding compensation for the employees and much more.
If u liked the information give the feedback
Shringarika Srivastava
6Competency mapping is ;mapping the required level of the competencies required to do a particular job and mapping the employees( and finding out their actual level. which inturn would help in gap analysis.
The results can be used for training & Development, recruitments & Selection, performance appraisals, deciding compensation for the employees and much more.
If u liked the information give the feedback
Shringarika Srivastava
Dear Friend,
Although I am unable to give the exact information you require, Kindly click on the following link, it will give you some required information,
https://www.citehr.com/search_new.ph...ping&submit=Go
https://www.citehr.com/search_new.ph...ency&submit=Go
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
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Regards
M. Peer Mohamed Sardhar
93831 93832
From India, Coimbatore
Although I am unable to give the exact information you require, Kindly click on the following link, it will give you some required information,
https://www.citehr.com/search_new.ph...ping&submit=Go
https://www.citehr.com/search_new.ph...ency&submit=Go
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
In CiteHR you will get A to Z information on HR…..
Regards
M. Peer Mohamed Sardhar
93831 93832
From India, Coimbatore
first of all let me make it clear i am Ms.Shringarika and not sir.
There can be various froms that can be designed so as to map competencies of employees against respective jobs.
The procedure is to level the required competencies for a particulate job. for eg. take customer service orientation as one of the behavioral competency. now map what is the required level on a scale of say 1 to 5 (1 being least required for the position and 5 means very much required). similarly map the person. suppose u map the required to be say 3(that means a good knowledge) and the person is at 2 so the difference is 1. now this difference means that there is a gap of 1 between the required and actual u may decide what to do with this result.
It would be too long if i start with the whole procedure. but i think u must have got the idea.
There can be various froms that can be designed so as to map competencies of employees against respective jobs.
The procedure is to level the required competencies for a particulate job. for eg. take customer service orientation as one of the behavioral competency. now map what is the required level on a scale of say 1 to 5 (1 being least required for the position and 5 means very much required). similarly map the person. suppose u map the required to be say 3(that means a good knowledge) and the person is at 2 so the difference is 1. now this difference means that there is a gap of 1 between the required and actual u may decide what to do with this result.
It would be too long if i start with the whole procedure. but i think u must have got the idea.
Hi Shringarika,
I am currently working on a project of skill matrix in an automobile industry. I have finished collecting data on the various technical skills and knowledghe required by workers of the different shop floors and now have to assess them. i have defined the assessment levels as 1-needs training,2-can perform under supervision,3- can perform independently,4-can also train others.Now i am confused as to which assessment technique should i adopt keeping in mind the above levels. a written test will not give such level of assessments. Can you please throw some light on this?
Regards
Reema
From United States, Marina Del Rey
I am currently working on a project of skill matrix in an automobile industry. I have finished collecting data on the various technical skills and knowledghe required by workers of the different shop floors and now have to assess them. i have defined the assessment levels as 1-needs training,2-can perform under supervision,3- can perform independently,4-can also train others.Now i am confused as to which assessment technique should i adopt keeping in mind the above levels. a written test will not give such level of assessments. Can you please throw some light on this?
Regards
Reema
From United States, Marina Del Rey
dear reema
so as to find answers to this question for each worker is a real hectic n time taking job n the process can't be fast or immediate
first of all i would like to suggest you to segregate these people department wise. after it is done you have alist of identified skills according to the divisions. now prepare a questionnaire taking the help of the division heads. this questionnaire should not be direct for identifying behavioral skills. put questions in forms of situations and cases so that it make them think n answer and then rate them accordingly n for technical part you can assess them on the basis of what there heads speak (give the scope for biasness even, because this may happen )
if u got some help pls do reply!! : :)
so as to find answers to this question for each worker is a real hectic n time taking job n the process can't be fast or immediate
first of all i would like to suggest you to segregate these people department wise. after it is done you have alist of identified skills according to the divisions. now prepare a questionnaire taking the help of the division heads. this questionnaire should not be direct for identifying behavioral skills. put questions in forms of situations and cases so that it make them think n answer and then rate them accordingly n for technical part you can assess them on the basis of what there heads speak (give the scope for biasness even, because this may happen )
if u got some help pls do reply!! : :)
You can use tools such as Spider web chart to map comptency. It is advanced and helps you map several comptencies simultaneously Do search the web for it regards, Jason
Hi,
Competency mapping is a process of identifying strengths of an employee individually or/and as part of an organization. This is to analyze the combination of strengths in individual employees with the intention to build the most efficient teams and to produce quality products/services. It is advisable to go for a whole approach. If we can map knowledge, skills and behavior of employees against a particular job, evaluating employee/team/unit performance, training needs assessment, mentoring etc would be easy and more transparent. So my recommendation is to plan for a complete profile maping. Initially, this would require lot of patience and quality time from HR, Line Managers, Corporate Team etc. but over a period of time this will become a routine affair and HR will become more strategic than employee administrator or grievance handler.
Some of the key tasks would be
1. Define Job profile for all the existing positions
2. Collect required data from existing employees
3. Process the collected data and store it properly for analysis ( better to do this in your HR Management System)
3. Map employee profile and standard job profiles and find the GAP ( if possible request your software vendor to do a custom module for this)
4. Prepare performance management process including training, incentives and corrective action
5. Evaluate performance model at least once in a year
6. Extract job profile for new hires from profile inventory only
7. For new positions, perform a job study and prepare a complete job profile before initiating resume sourcing
Before implementing profile maping, please prepare a process document and get the feedback from line managers and board.
From India, Bangalore
Competency mapping is a process of identifying strengths of an employee individually or/and as part of an organization. This is to analyze the combination of strengths in individual employees with the intention to build the most efficient teams and to produce quality products/services. It is advisable to go for a whole approach. If we can map knowledge, skills and behavior of employees against a particular job, evaluating employee/team/unit performance, training needs assessment, mentoring etc would be easy and more transparent. So my recommendation is to plan for a complete profile maping. Initially, this would require lot of patience and quality time from HR, Line Managers, Corporate Team etc. but over a period of time this will become a routine affair and HR will become more strategic than employee administrator or grievance handler.
Some of the key tasks would be
1. Define Job profile for all the existing positions
2. Collect required data from existing employees
3. Process the collected data and store it properly for analysis ( better to do this in your HR Management System)
3. Map employee profile and standard job profiles and find the GAP ( if possible request your software vendor to do a custom module for this)
4. Prepare performance management process including training, incentives and corrective action
5. Evaluate performance model at least once in a year
6. Extract job profile for new hires from profile inventory only
7. For new positions, perform a job study and prepare a complete job profile before initiating resume sourcing
Before implementing profile maping, please prepare a process document and get the feedback from line managers and board.
From India, Bangalore
Hi Najam
I am a freelance consultant who is currently doing a similar assignment for an automobile dealership in Hyderabad. In case you are interested in outsourcing the whole project, please let me know.
You may reach me at
Thanks
Gargi
From India, Hyderabad
I am a freelance consultant who is currently doing a similar assignment for an automobile dealership in Hyderabad. In case you are interested in outsourcing the whole project, please let me know.
You may reach me at
Thanks
Gargi
From India, Hyderabad
Spider Web charts are useful when you want to look at several different factors all related to one item. Spider Web charts have multiple axes along which data can be plotted.
For example, you could use a Spider Web charts to compile data about a wide receiver on a professional football team. On one axis, you could plot the percentage of passes caught. Another axis would show his yards per completion; another, his completions per 100 plays; another, blocks made; and a final axis might show his interceptions.
If a team did this for all their wide receivers, they could easily spot the best player as well as each player's strengths and weaknesses.
In a Spider Web charts , a point close to the center on any axis indicates a low value. A point near the edge is a high value. In the football example, we would high marks near the outside due to the nature of what was being measured. In other scenarios, you might want points near the center, or low values. When you're interpreting a radar chart, check each axis as well as the overall shape to see how well it fits your goals.
Spider Web charts statistics:
For the Spider Web charts , the following statistics are calculated:
Mean:the average of all the values in the series.Maximum:the maximum value in the series.Minimumthe minimum value in the series.Sample Sizethe number of values in the series.Rangethe maximum value minus the minimum value.Standard DeviationIndicates how widely data is spread around the mean
From India, Bangalore
For example, you could use a Spider Web charts to compile data about a wide receiver on a professional football team. On one axis, you could plot the percentage of passes caught. Another axis would show his yards per completion; another, his completions per 100 plays; another, blocks made; and a final axis might show his interceptions.
If a team did this for all their wide receivers, they could easily spot the best player as well as each player's strengths and weaknesses.
In a Spider Web charts , a point close to the center on any axis indicates a low value. A point near the edge is a high value. In the football example, we would high marks near the outside due to the nature of what was being measured. In other scenarios, you might want points near the center, or low values. When you're interpreting a radar chart, check each axis as well as the overall shape to see how well it fits your goals.
Spider Web charts statistics:
For the Spider Web charts , the following statistics are calculated:
Mean:the average of all the values in the series.Maximum:the maximum value in the series.Minimumthe minimum value in the series.Sample Sizethe number of values in the series.Rangethe maximum value minus the minimum value.Standard DeviationIndicates how widely data is spread around the mean
From India, Bangalore
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Competency mapping.ppt
ART AND SCIENCE OF COMPETENCY MAPPING.doc