Competency Identification: How Would You Improve This Format?

Friends,

I have developed a format for competency identification. Please go through it and provide me with your inputs.

Regards,
Shijit.

Sorry, what I attached earlier was an OpenOffice file. This won't be accepted by cite hr. Please find the attachment now in PDF.

Hey,

This seems good. I suggest thinking in terms of 'role-based competency identification'.

RAM Akella
Manager-Group HR
Hyderabad

Yes, 'role-based' we have already identified. The objective of identifying 'process/activity-based' is to integrate both. This will ensure that the role competencies fulfill the requirements of the process/activity so that there won't be any mismatch between them. The essence is to define the role with the activity/process in the best possible manner.

Hi,

I have gone through your format, and it is really good. To make the format comprehensive, you need to add one more column, such as planned activity/process and unplanned activity/process. This will provide exact information about an individual's performance in the organization within their profile. For example, when the HR manager is temporarily in charge of administration or vendor development, these activities are considered multifaceted activities that they perform in addition to their profile. Any extra assignments should be indicated under unplanned activity/process, while the regular profile responsibilities should be shown under planned activity/process. I hope you understand the concept.

Hi Shijit,

The competency matrix is very much generalized. It should be customized to the department or role-based.

--Shash

Hi, good start but I think a bit more specificity is required. I understand you are planning on combining role-based along with this format; however, you could have some predefined KRAs in the column on skills/competencies required based on the activities/processes (these should be clearly spelled out). Leave a few blank rows for any additional inputs that may be overlooked. I know this adds to your work as you will have to do a little research on each job before filling in the columns, but it will make the task easier for the job holder and help with recall (when they are deeply focused on their job, they lose sight of all they do). It also saves time, and you will get a better hit rate.

Also, invest some time in a pilot study. One thing that worked for me was asking a few job holders to fill in their KRAs and using it as a format for my template, then adding more points based on a pilot study. Another useful tool is a study of their appraisals.

Hope this input is useful to you. All the best.

R

Hi, good start, but I think a bit more specificity is required. I understand you are planning on combining role-based information along with this format; however, you could have some predefined KRAs in the column on skills/competencies required, based on the activities/processes (these should be clearly spelled out). Leave a few blank rows for any additional inputs that may be overlooked. I know this adds to your workload as you will have to do a little research on each job before filling in the columns. Still, it will make the task easier for the job holder and aid in recall (when they are fully engrossed in their job, they may lose sight of all their responsibilities). It also saves time and can lead to a better success rate.

Additionally, invest some time in a pilot study. One thing that worked for me was asking a few job holders to fill in their KRAs and using it as a template for my own. I then added more points based on the findings from the pilot study. Another useful tool is a review of their appraisals.

I hope this input proves useful to you. All the best, R

Here, I am attaching the Competence with Skill matrix.

Hi Shijit,

The format is good, but it is based solely on the HOD's review. Factors like leniency, HALO, and recency may have an effect on this. In your case, I think a format for employee feedback on the HOD's review will complete it, and the exercise will be more effective.

Amrender Singh Assistant Officer HR Star Paper

I agree, this is too generic. There is more that goes into competency identification than what is mentioned in the form. Since line managers need to understand the process, it has to be more elaborate and specific to the context.

Regards,
Ajay