Hi Friends...I am doing competency mapping for our organization, would like to know the process of competency mapping in OD (Organization development ) department.
From India, Ahmedabad
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From India, Ahmedabad
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Analyzing akin to the steps for the measures and predictable future capabilities for Organization Development. For mapping the competency, one needs to identify "areas for development" and suggestions for how to do that. For an OD, the competencies shall reflect the attributes needed to complete tasks successfully. You may analyze the JD & the specific task that should be performed by the individual.
- Focus on the core competencies of the skills required for that specific job role when recruiting for specific positions.
- Classify staff members by performing an audit (internally) on their abilities to handle work from time to time, their skill sets, etc.
- Such employees are assembled by engaging the most competent members in the discussion on what it takes to be successful, and reward them for training or mentoring others.
- Question each employee regarding their job and the expectations placed on them.
- Précis the job done by each in the given position, categorizing each in one single concise description. Each single piece of information can be clubbed and saved, which can be used as a database to examine the organization's development as a whole.
The Superior Way to Categorize the OD Team
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- Organizations have new trends & developments; you need to specify/identify that area towards the company's core competencies. Areas like training and business orientation are beneficial for improvement.
- Implement performance reviews by evaluating measurable performance indicators in addition to seeking feedback from those in the role being analyzed.
- Be competitive, schedule time for reviews.
Key competencies can be reviewed thoroughly only on the basis of performance reviews encompassed by the way in which the employee puts his work to the assigned tasks.
From India, Visakhapatnam
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995- Focus on the core competencies of the skills required for that specific job role when recruiting for specific positions.
- Classify staff members by performing an audit (internally) on their abilities to handle work from time to time, their skill sets, etc.
- Such employees are assembled by engaging the most competent members in the discussion on what it takes to be successful, and reward them for training or mentoring others.
- Question each employee regarding their job and the expectations placed on them.
- Précis the job done by each in the given position, categorizing each in one single concise description. Each single piece of information can be clubbed and saved, which can be used as a database to examine the organization's development as a whole.
The Superior Way to Categorize the OD Team
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- Business Competency: Here, the employees are required to have the ability to work on communication skills, which could be placed at any time in an organization for service orientation.
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- Significantly, technical in nature, specific to the workforce involves Technical Competencies.
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- Hands-on mentoring styles and managerial activities that help the organization form retention are the Leadership Competencies.
- Organizations have new trends & developments; you need to specify/identify that area towards the company's core competencies. Areas like training and business orientation are beneficial for improvement.
- Implement performance reviews by evaluating measurable performance indicators in addition to seeking feedback from those in the role being analyzed.
- Be competitive, schedule time for reviews.
Key competencies can be reviewed thoroughly only on the basis of performance reviews encompassed by the way in which the employee puts his work to the assigned tasks.
From India, Visakhapatnam
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Using Competency Mapping for Employee Development
Taking competency mapping one step further, you can use the results of your evaluation to identify in which competencies individuals need additional development or training. This will help you focus your training needs on the goals of the position and company, and assist your employees in developing toward the ultimate success of the organization.
Regards,
Mahesh
From India, Hyderabad
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Taking competency mapping one step further, you can use the results of your evaluation to identify in which competencies individuals need additional development or training. This will help you focus your training needs on the goals of the position and company, and assist your employees in developing toward the ultimate success of the organization.
Regards,
Mahesh
From India, Hyderabad
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Competency mapping.ppt
ART AND SCIENCE OF COMPETENCY MAPPING.doc