Hi
I am Management Student, Specializing in HR.
Please guide me what managerial competencies would apply for trainee level appraisals & how do I go about defining them to make it easy for the appraiser to understand the dimention.
Thanx & Regards
Preeti
From United States, Chicago
I am Management Student, Specializing in HR.
Please guide me what managerial competencies would apply for trainee level appraisals & how do I go about defining them to make it easy for the appraiser to understand the dimention.
Thanx & Regards
Preeti
From United States, Chicago
Hi Preeti,
Even i m a HR student and carrying out my project on competency mapping. I have some material and and slides with me. if u wish and need it i can mail u that but then give m ur mail id.
Pooja.
From India, Mumbai
Even i m a HR student and carrying out my project on competency mapping. I have some material and and slides with me. if u wish and need it i can mail u that but then give m ur mail id.
Pooja.
From India, Mumbai
Hi pooja i’m also making a project on competency mapping on performance appraisal and would appreciate it if u cld mail me some slides and info at natashalobo1gmail.com regards natasha
From India,
1From India,
Hi membrs,
How would you defin a competency for each and every job profile? and how would some one quantify the soft skills behaciours which forms a major part of the performance like communication skill negotiation skeill etc?
How would you defin a competency for each and every job profile? and how would some one quantify the soft skills behaciours which forms a major part of the performance like communication skill negotiation skeill etc?
HI,
Its not practically possible to define a competency for each and every job profile. there are some generic behavioral competencies that apply for all job profile but their importance may form job to job. Interpersonal skills,
Result orientation, Planning & Organising to name a few.
Quantifying the soft skills behaviors is very difficult. It tends to become very subjective. Hence its very important to define to expected behavior for each competency & at each level.
From United States, Chicago
Its not practically possible to define a competency for each and every job profile. there are some generic behavioral competencies that apply for all job profile but their importance may form job to job. Interpersonal skills,
Result orientation, Planning & Organising to name a few.
Quantifying the soft skills behaviors is very difficult. It tends to become very subjective. Hence its very important to define to expected behavior for each competency & at each level.
From United States, Chicago
hi
Thanks a lot for the inputs..I have planned to identify the core competencies for the managerial cadre and do a 360 degree appraisal for mapping...is this approach correct ? Will it turn out to be good??
From India, Madras
Thanks a lot for the inputs..I have planned to identify the core competencies for the managerial cadre and do a 360 degree appraisal for mapping...is this approach correct ? Will it turn out to be good??
From India, Madras
Hi Ramya
360 degree assessment can be one of the methodologies to assess the competency levels. But this cannot be the only method for assessing the competencies
Since am not sure of the maturity levels of your company, cannot confirm the applicability of 360 degree assessment
Identifying competencies - the methods can be multiple such as
= interview
= focus groups
= senior management inputs
Mapping is to be done after presribing the standards of performance for evey levels - competencies for various roles needs to be defined wherein the levels of competeny requiremens for various roles differ
Once you identify the competencies and assess the same, map the same with the established the pre defined standards to identify the gaps
Hope this helps
Rajesh Balasubramanian
Practice Director
Talent intervention Group
Bangalore
98458 41000
www.talent-india.com
From India, Bangalore
360 degree assessment can be one of the methodologies to assess the competency levels. But this cannot be the only method for assessing the competencies
Since am not sure of the maturity levels of your company, cannot confirm the applicability of 360 degree assessment
Identifying competencies - the methods can be multiple such as
= interview
= focus groups
= senior management inputs
Mapping is to be done after presribing the standards of performance for evey levels - competencies for various roles needs to be defined wherein the levels of competeny requiremens for various roles differ
Once you identify the competencies and assess the same, map the same with the established the pre defined standards to identify the gaps
Hope this helps
Rajesh Balasubramanian
Practice Director
Talent intervention Group
Bangalore
98458 41000
www.talent-india.com
From India, Bangalore
DEAR PREETI, FIRST OF ALL LOOK AT THIS PPT. TRAINEE LEVEL ALSO SHOULD EXHIBIT CERTAIN MANAGERIAL COMPETENCIES THAT NEED TO BE APPRAISED. REGARDS, DR.PRAGEETHA
From India, Warangal
From India, Warangal
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 would be better if you read up on the subject yourself
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 would be better if you read up on the subject yourself
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Sample Competency Based Interview Questions.doc