Dear Mrunmayi,
Good to see some interest with the sincerity to the project. Now for your questions the answers are given below:
1. Whether we should start with the job analysis process or work along with the existing JD's to assess job specific competencies?
Start with both the JD and the analysis of the behavioral skills required to perform the job. List them in the order of their importance and
give weightage to the skills. For example For a accounts as a function- the functional skills( competencies) required will be;
Accuracy, Cost control, Time management, Analytical - Data handling with statistical tools, Presentation of data for various mgmt needs, ,
Guide the management on Profit orientation, through statistical proofs, Commitment, Integrity and reliability towards confidential information
relating to banks, interests, loans, stocks and profits.
For example, Now, say for two positions in the accounts department, how the above varies
Accounts officer - middle management, and Accts Manager given as an attachment ( Please note that the weightage is arbitrary and can be
changed based on the working environment)
2. What kind on psychometric tests can we use to map the competencies?
There are many psychometric tests available and use the one which is simple and make it vernacular to avoid confusion or misunderstanding.
The most important thing is not just conducting the tests, but in making a valid interpretation. This comes with experience or trial and error
( We normally do pilot tests and evaluate and ask the known set to comment on the evaluation done. This will ensure the test is apt).
3. How to overcome the resistance of line managers that might occur during this process?
This is the most difficult part, as i have already indicated. The genuine and committed individuals will be very happy in subjecting themselves to the test. The one's who resist have to be addressed on their fear and sometimes use the example of those who are willing to take the test and keep reiterating
that "There is no one with complete positive qualities and there is nothing to worry and the failure to employ a person rightly is the mistake of the HR department" - In a way blaming yourself, which normally helps in bringing people together.
4. Any specific interviewing tips for conducting a competency mapping interview?
Make sure you have the required comfort on either side, on asking questions which are mildly stressful to ascertain their qualities. Never rush. Remain patient until the interviewee is able to open up with confidence. Ensure you maintain integrity on the disclosure which is too personal. Have a watch on the body language
Never use any word or statement which is derogatory and never exchange views that can make the person loose trust on you. Loosing trust can be the worst damage.
So Good luck to succeed and Take care.
Thanks,
For any queries, contact,
Nalina.R
09952419530