How Can I Define Managerial Competencies for Trainee Appraisals in HR?

Hi,

I am a management student specializing in HR. Please guide me on what managerial competencies would apply for trainee-level appraisals and how I should define them to make it easy for the appraiser to understand the dimensions.

Thank you and regards,
Preeti

Hi Preeti,

I am a Management Student, specializing in HR. Please guide me on what managerial competencies would apply for trainee level appraisals and how I should go about defining them to make it easy for the appraiser to understand the dimension.

Thank you and Regards,
Preeti

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Hi Preeti,

I am also an HR student and am currently working on my project on competency mapping. I have some materials and slides with me. If you wish to have them, I can email them to you. Please provide me with your email id.

Best regards,
Pooja

Hi members,

How would you define a competency for each job profile? And how would someone quantify the soft skills behaviors that form a major part of performance, such as communication skills, negotiation skills, etc.?

Hi members,

How would you define a competency for each job profile? And how would someone quantify the soft skills behaviors, which form a major part of performance, like communication skills, negotiation skills, etc.?

It's not practically possible to define a competency for every job profile. There are some generic behavioral competencies that apply to all job profiles, but their importance may vary from job to job. Interpersonal skills, result orientation, planning & organizing are a few examples.

Quantifying the soft skills behaviors is very difficult as it tends to become subjective. Hence, it's crucial to define the expected behavior for each competency at each level.

Hi,

Thanks a lot for the inputs. I have planned to identify the core competencies for the managerial cadre and conduct a 360-degree appraisal for mapping. Is this approach correct? Will it turn out to be good?

Thank you.

Hi Ramya,

360-degree assessment can be one of the methodologies to assess competency levels, but this cannot be the only method for assessing competencies. Since I am not sure of the maturity levels of your company, I cannot confirm the applicability of 360-degree assessment.

Identifying competencies can be achieved through various methods such as:
- interviews
- focus groups
- senior management inputs

Mapping is to be done after prescribing the standards of performance for every level. Competencies for various roles need to be defined, where the levels of competency requirements for different roles vary. Once you identify and assess the competencies, map them with the established predefined standards to identify any gaps.

Hope this helps.

Rajesh Balasubramanian
Practice Director
Talent Intervention Group
Bangalore
98458 41000
Website: www.talent-india.com
Email: rb@talent-india.com

Dear Preeti,

First of all, please look at this presentation. Trainees at all levels should also exhibit certain managerial competencies that need to be appraised.

Regards,
Dr. Prageetha

Each competency model has to revolve around the specific needs and roles of the function and the organization. So your definitions will stem from your policy, structure, and role maps. For a Trainee, more of these will be on the requirements/expectations from a trainee which would be broadly Learning Orientation, Result Orientation, Teamwork.... For dimensional understanding, use BARS. There are many such presentations available but it would be better if you read up on the subject yourself.

Dear Preeti,

Thank you for the PPT. Although I am already through with my project, the PPT has cleared my concepts even more.

Thanks again.

Regards,
Preeti

Dr. Prageetha,

First of all, please look at this PPT. Trainees should also exhibit certain managerial competencies that need to be appraised.

Regards,

Dr. Prageetha

Hi all,

I am doing my summer training project on PMS, which basically includes setting up PMS by improving upon the current PAS. Could you please help me in designing the questionnaire and suggest what should be included? Please provide suggestions to enhance the project beyond just setting up PMS.

Thank you.

Hello friends,

It is nice to know that I have company. I was also working on competency-based performance for our unit here and I was given to understand that competency management has some models that evolve the system. I am referring to the design part of the system. If any of you have a list of such models, can I request you to please send it to me? This will help me a lot in completely understanding the system.

Regards,

Hi Zay,

I am Suma, a member of Cite HR. Could you please help me with information about Performance Appraisal, such as the percentage of salary hike generally followed? Is there any minimum and maximum cutoff? It would be really great if you could email these details to ck.suma@rediffmail.com.

Thanks in Advance.

Suma

Hi,

What models are there for competency-based performance appraisal, and where can I find these models? Please help me find them.

Best regards,
Tabatabaie

Hi,

I am an MBA student from London, specializing in HR. I am working on my final year project on Competency Appraisal Systems. Please guide me on how to gather information about managerial competencies appraisal systems in companies and how to define them.

Regards,
Magesh