Hi All, I have been told to make Staff Assessment & Staff Development Model for our employees . Please assist / give me any such formats. thanks & regards, Rekha
From India, Delhi
14From India, Delhi
Hi Rekha,
It’s pretty easy….
• First identify the competencies that are required for the job.
• Once you have that, define them with positive & negative behavioural indicators.
• Slot them into 3 categories critical for the job, facilitates job performance & not critical.
• Choose an appropriate psychometric instrument that will assess individuals on the competencies short listed. Make sure it is a standardized instrument with market credibility [reliability & validity should be established].
• Once you administer the instrument on your target audience you will establish their base line competency level.
• Then accordingly prepare a training chart.
• Run an intervention programme [training].
• Carry out post assessment to determine training efficacy.
Also before you go ahead with this on a full scale level please run a pilot study to see if the instrument you have selected will hold good for your organisation. For this select a group of good, average & poor performers, administer the tool….if there is a good correlation between scores obtained on the instrument & actual on job performance then go ahead with the instrument. If results are to the contrary it means that what you are trying to assess & what the instrument is assessing is not the same or the instrument is a poor indicator of the competencies being measured.
This involves a lot of work…so put down all your ideas….come up with a model for your organisation, run it by your superior & then implement it.
I have just summarized the entire process to give you an idea.
If you need any more info or help please let me know.
All the best.
Noor
From India, Bangalore
It’s pretty easy….
• First identify the competencies that are required for the job.
• Once you have that, define them with positive & negative behavioural indicators.
• Slot them into 3 categories critical for the job, facilitates job performance & not critical.
• Choose an appropriate psychometric instrument that will assess individuals on the competencies short listed. Make sure it is a standardized instrument with market credibility [reliability & validity should be established].
• Once you administer the instrument on your target audience you will establish their base line competency level.
• Then accordingly prepare a training chart.
• Run an intervention programme [training].
• Carry out post assessment to determine training efficacy.
Also before you go ahead with this on a full scale level please run a pilot study to see if the instrument you have selected will hold good for your organisation. For this select a group of good, average & poor performers, administer the tool….if there is a good correlation between scores obtained on the instrument & actual on job performance then go ahead with the instrument. If results are to the contrary it means that what you are trying to assess & what the instrument is assessing is not the same or the instrument is a poor indicator of the competencies being measured.
This involves a lot of work…so put down all your ideas….come up with a model for your organisation, run it by your superior & then implement it.
I have just summarized the entire process to give you an idea.
If you need any more info or help please let me know.
All the best.
Noor
From India, Bangalore
Hi
You can do competency based assessment based on job description in 5 point scale. If this suits your organisation then you can frame the model specially for staff else you decide after consulting your organisation & other HR consultants.
Regards
Bhaskar Hazarika
From India, Delhi
You can do competency based assessment based on job description in 5 point scale. If this suits your organisation then you can frame the model specially for staff else you decide after consulting your organisation & other HR consultants.
Regards
Bhaskar Hazarika
From India, Delhi
Hi Noor We are also in the process of competency mapping of our staff , finding the gaps & subsequent training. Can you gude me in this subject please. Regards Bhaskar Hazarika
From India, Delhi
From India, Delhi
Hi Bhaskar,
Please give me more details regarding your organisation, your target audiance, the level [freshers, mid managers, top managers], the competencies you have shortlisted & is there any particular methodology you are following.
Once i have this info i would be able to help you out with the process.
Regards,
Noor
From India, Bangalore
Please give me more details regarding your organisation, your target audiance, the level [freshers, mid managers, top managers], the competencies you have shortlisted & is there any particular methodology you are following.
Once i have this info i would be able to help you out with the process.
Regards,
Noor
From India, Bangalore
Hi
This is not a simple cut & paste. You are dealing with employees and they are your prime resourse.
I presume that you are qualified and authorised to take decisions on competencies.
One needs to identify the competencies and map them properly. Probably a Test ( assessment) may be run to measure the competencies. The training need requirement may be part of the report, which HR can address.
If you have a softskill training program in your company, this can be linked to the training and you can see the benefits. For this you need a good eLearning tool along with some Trainer led programme once a while.
There are some companies which ca help in competency mapping and assessments. ( Eduquity, bangalore - <link outdated-removed> ) . Do you want to approach them to make your life simpler?
I am also enclosing some forms that are on internet and can give you some insight
Hire consultants if they are from a company or they are very reputed in the industry (like Parekhs & raos). Do not hire consultants without screening their credentials.
Let me know if you need more information.
From India, Panipat
This is not a simple cut & paste. You are dealing with employees and they are your prime resourse.
I presume that you are qualified and authorised to take decisions on competencies.
One needs to identify the competencies and map them properly. Probably a Test ( assessment) may be run to measure the competencies. The training need requirement may be part of the report, which HR can address.
If you have a softskill training program in your company, this can be linked to the training and you can see the benefits. For this you need a good eLearning tool along with some Trainer led programme once a while.
There are some companies which ca help in competency mapping and assessments. ( Eduquity, bangalore - <link outdated-removed> ) . Do you want to approach them to make your life simpler?
I am also enclosing some forms that are on internet and can give you some insight
Hire consultants if they are from a company or they are very reputed in the industry (like Parekhs & raos). Do not hire consultants without screening their credentials.
Let me know if you need more information.
From India, Panipat
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