How Can I Create a Competency Metric to Clearly Define Job Roles and Responsibilities?

Dear All,

I am working as an HR Executive in a Medical Equipment company. I want to develop or design a competency metric for our company that provides a clear picture of each job role and its responsibilities. I want every employee's role and responsibilities to be documented and interlinked with the competency metric and skill set. Can anyone help me in designing this? It's very urgent for me.

Defining Roles and Responsibilities

For example:
1. Defining each role and its responsibility (including HR, Finance, Accounts, Tender, Sales, Service, and technical staff at different levels).
2. Defining their skills.
3. Mapping these with the competency metric.
4. Ensuring this metric is useful for hiring new resources.

Please let me know how to start and where to start in preparing this metric. I would be really grateful to anyone who can assist me.

Dear Priyanka Sharma, You have asked for the designation-wise competency matrix; however, have you created Job Descriptions (JDs) for each position? This is because most of the points you have asked for will be covered in the JDs. The JDs are helpful for recruitment, internal placement, etc. Yes, competency mapping for each position is also essential. However, it is a high-order activity. Unless JDs are well in place, there is no point in going for competency mapping. Secondly, competency mapping requires high-level expertise. Ordinary persons cannot do it. You need to hire an expert for this activity.

Thanks,

Dinesh Divekar

I fully endorse the views of my learned professional friend who has written very lucidly. JDs or Job Descriptions are most essential for an organization to run smoothly. Without a JD, you cannot recruit employees with the right skills, pay, and at the right time. The same JD strengthens the reporting structure and provides clarity on the roles and responsibilities of each employee. It also includes Key Result Areas, enabling organizations to have a Performance Management System.

My Experience in HR Auditing

I am an HR Auditor, HR Consultant, and an HR Trainer. I have conducted HR audits of Performance Systems for several organizations, including a pharmaceutical company in Bangalore. I helped them reformulate over 40 JDs of senior positions in the factory and Corporate Office due to deficiencies found in JDs that were as old as 15 years.

Best wishes