Dear all,
Thanks for your information. Actually, I would like to know how effective competencies are in practical situations. Is there any specific way to map out the competencies? How are the competencies measured?
Thank you.
From India, Delhi
Acknowledge(0)
Amend(0)
Thanks for your information. Actually, I would like to know how effective competencies are in practical situations. Is there any specific way to map out the competencies? How are the competencies measured?
Thank you.
From India, Delhi
Acknowledge(0)Amend(0)
Hi Chakri,
In my opinion, let's take one simple situation. You are a manager working on a particular project. Your obvious aims are to: 1. deliver on time, 2. keep the quality standard, and 3. lower the cost or win the cost competition.
Who will you employ then? Possibly a person who 'probably can' do the job for you. Suppose you are working on an offshore project that requires knowledge of some specialized skill, say CRM or Siebel. Logically, you will think about 'those' skills that may 'possibly tend' to success (i.e., completion of the project) — which your employees must have — that's competency. (In this case, probably a person who has done BE/worked on several projects of a similar kind and gained experience to be able to do this project, etc.)
If you employ a heart specialist or a poet for this, I can guarantee you will never achieve success in a project that requires skillsets of core IT (agree?). That 'specific set' of qualities are the 'competencies' for that particular task.
It's not necessary that even after deploying the best brains you achieve success — similarly, just having competency does not automatically mean effectiveness.
A lot of other parameters decide effectiveness, in which management attitude, job attributes, compensation, QWL (and many other factors) play a major role.
About mapping
Again, it will depend on 'what' competencies you are trying to map. The most important aspects are: 1. against which standard? and 2. what is your end result? (i.e., what will you do with it if you could actually measure it).
In my opinion, some competencies can never be measured. Others need specialized knowledge. Still, others are easy to map by (probably) a questionnaire!
Please reply if I could answer it now.
From India, Pune
Acknowledge(0)Amend(0)
5In my opinion, let's take one simple situation. You are a manager working on a particular project. Your obvious aims are to: 1. deliver on time, 2. keep the quality standard, and 3. lower the cost or win the cost competition.
Who will you employ then? Possibly a person who 'probably can' do the job for you. Suppose you are working on an offshore project that requires knowledge of some specialized skill, say CRM or Siebel. Logically, you will think about 'those' skills that may 'possibly tend' to success (i.e., completion of the project) — which your employees must have — that's competency. (In this case, probably a person who has done BE/worked on several projects of a similar kind and gained experience to be able to do this project, etc.)
If you employ a heart specialist or a poet for this, I can guarantee you will never achieve success in a project that requires skillsets of core IT (agree?). That 'specific set' of qualities are the 'competencies' for that particular task.
It's not necessary that even after deploying the best brains you achieve success — similarly, just having competency does not automatically mean effectiveness.
A lot of other parameters decide effectiveness, in which management attitude, job attributes, compensation, QWL (and many other factors) play a major role.
About mapping
Again, it will depend on 'what' competencies you are trying to map. The most important aspects are: 1. against which standard? and 2. what is your end result? (i.e., what will you do with it if you could actually measure it).
In my opinion, some competencies can never be measured. Others need specialized knowledge. Still, others are easy to map by (probably) a questionnaire!
Please reply if I could answer it now.
From India, Pune
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.
Competency measurement matrix.xls
Competency mapping.ppt