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Gaurav SareenThe simple answer to your first question is that T&D Manager is NOT responsible for performance appraisals, unless they're for his/her staff within the T&D department.
Now, as for Competency Mapping, if done properly and not just as a 'cut-paste' exercise (that most businesses do), its much bigger than HR and T&D Managers. Its responsibility sits in the C-suite (or at least its actively driven by the C-suite) with delegation to HR and T&D managers among their other peers. These other peers will include each and every other Department or Vertical Head (depending on the scale, industry type, geographic spread etc of the business).
And, competency mapping is not a short or a cheap exercise. It can take anywhere from 3 to 12 months with a full-time complement of 2 to 3 people working on it. That is why most companies find it beneficial to outsource it to external consultants. But, that discussion is another post in its own right.
I wish you well if you're looking at initiating a competency mapping exercise in your business.
From India, Gurgaon
shrutikirti15Dear Mr. Gaurav.
Thank you so much for your reply.
I made some competency mapping forms but the manager is not satisfied.
Could you please send me some templates /form/ questionnaires, so i can refer to them.
Also i would like to know what how evaluate competency exercise is done. how to measure?
Since T&D is new area for me . I need your help.
From India, Pune
While I must appreciate your enthusiasm, I must advise you that this is a scientific process and if I may say, I believe, unless your Manager is himself a "competency evaluation specialist" he too isn't qualified. You will need an experts indulgence
Reading this might help:
Competency mapping is a way of assessing the strengths and weaknesses of a worker/employee or organization. It's about identifying a person's job skills and strengths in areas like teamwork, leadership, and decision-making. Large organizations may use some form of this technique to understand how to best use each worker or how to combine the strengths of different employees to produce the highest quality work. Individuals may also find that this type of assessment can help them prepare for a career change or advance in a specific job field.
Functional and Behavioral Models
Many competency mapping models break down strengths into two major areas: functional and behavioral.
Functional skills include all of the practical knowledge that a person needs to perform a job.
Behavioral assessment is sometimes more difficult to quantify, and is the focus of most competency studies.
Benefits for Businesses
In large organizations, competency mapping models are often used to improve employee performance, to help with hiring or promotion decisions, and to provide a critical look at the current workforce. The process can be complicated, but typically begins with identifying those competencies that are most important for a specific position.
Challenges for Businesses
While this technique can be quite useful to large organizations, it does require thought, time, and analysis, and some companies simply may not want to do the work involved. When enough time is not put into preparing a questionnaire, the results may not be very useful. Some companies choose to hire a external consulting team to handle the modeling, testing, and analysis process for them.
This type of skill analysis can also backfire if the workplace does not respond to the results. Companies that engage in competency mapping need to be prepared to make changes to take advantage of the skills and abilities revealed in the assessment. This may mean that job descriptions and responsibilities are changed or swapped, and departments are merged or split as needed. Training and incentive programs may be needed to improve core skills for workers who are struggling with performance issues. While these changes can cause initial confusion and anxiety, actively responding to the results can often improve employee performance, raise morale, and create a more efficient workplace.
Benefits for Individuals
Competency mapping can also be used to help those seeking employment show the specific skills which would make them valuable to a potential employer. Many employers now purposefully screen applicants for specific characteristics, so once a person knows her strengths, she can emphasize them on an application or in an interview.
Challenges for Individuals
One potential limitation of personal testing is that individuals often have a few blind spots regarding their own skills and personality. People tend to overestimate their abilities, which can limit the usefulness of any test. They may also have difficulty accurately answering questions that ask how others view them in the workplace. This gap between how a person sees himself and what his skills really are can sometime make the results of self-testing assessments questionable. For the most accurate results, test-takers must be prepared to answer questions candidly and resist the temptation to overestimate their abilities. .
From India, Hyderabad
shrutikirti15Respected Gaurav Sareen Sir & tsk.raman Sir
Thank you for sharing the knowledge. I really appreciate the fact that you took out some time for answering. however i would like to know the formats and process, let me tell you that my competency is hard core sales. HR i have joined recently so its quite difficult to me set systems and processes for the organization. its a small HR company but as an Hr company it doesn't have any systems and process aligned. I have been given the task of aligning the systems and additional responsibility of HR.
I would appreciate if you guide me on this.
From India, Pune
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