Hi,
I am working in an IT company, preparing a competency dictionary for performance management. It would be more helpful if I could get any sources for my reference.
You can email me at sudandira@asiahrtech.com.
Thanks & Regards,
Sudandira
From India, Madras
Acknowledge(0)
Amend(0)
2I am working in an IT company, preparing a competency dictionary for performance management. It would be more helpful if I could get any sources for my reference.
You can email me at sudandira@asiahrtech.com.
Thanks & Regards,
Sudandira
From India, Madras
Acknowledge(0)Amend(0)
You can refer the book by Spencers and Spencers on Competency Mapping. It is the best book for competency dictionery. Regards, Niharica Consultant - HRC Ma Foi Consulting Solutions Ltd
From India, Bangalore
Acknowledge(0)Amend(0)
From India, Bangalore
Acknowledge(0)Amend(0)
Hi,
A competency dictionary links with roles, career development, and performance management essentially. Check with the R&R sheet and from there derive the list of competency clusters required by the business. The top-down approach is always from Roles and Responsibilities. Define the Competency Levels for the existing Roles in consultation with the Business Heads.
Ideally, competencies can be packaged differently. Something like - Domain, Technical, Behavioral, and Process. Define what needs to go into each packet level-wise and provide options for internal and external assessments, thus paving the way for progression.
Now, about the performance management - it is more about skills gap analysis, training, and assessments. 360-degree assessments sometimes may be quite comprehensive and might have operational difficulties if not administered properly (though implemented with technology). You can think about 180 degrees for performance management, and of course, it depends on the employee strength, domain, and business focus.
Melvin.
Acknowledge(0)Amend(0)
A competency dictionary links with roles, career development, and performance management essentially. Check with the R&R sheet and from there derive the list of competency clusters required by the business. The top-down approach is always from Roles and Responsibilities. Define the Competency Levels for the existing Roles in consultation with the Business Heads.
Ideally, competencies can be packaged differently. Something like - Domain, Technical, Behavioral, and Process. Define what needs to go into each packet level-wise and provide options for internal and external assessments, thus paving the way for progression.
Now, about the performance management - it is more about skills gap analysis, training, and assessments. 360-degree assessments sometimes may be quite comprehensive and might have operational difficulties if not administered properly (though implemented with technology). You can think about 180 degrees for performance management, and of course, it depends on the employee strength, domain, and business focus.
Melvin.
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
PERFORMANCE MANAGEMENT using Competency Assessment Technique and 360 feedback details.ppt
ART AND SCIENCE OF COMPETENCY MAPPING.doc