I have joined a petroleum construction company as an HR trainee. They have asked me to take care of competency mapping. Can anyone give me advice on this? Additionally, they have advised me to introduce new techniques in the department. Can anyone help me?
From Qatar
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From Qatar
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I'm Shraddha Bhambani from Agra. I have completed my MBA (HR) from Agra itself, but our college didn't provide me with placements. I am getting mostly jobs in consultancies, and I want to work in an IT company. Can you please suggest what I should do? Thank you.
From India, Lucknow
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From India, Lucknow
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Hi Irfan,
If you want to do competency mapping in any organization, then first, you have to study thoroughly about it. There are many types of competency mapping. First, study all that, then decide which type you want to do. I will definitely help you in this. For implementing, you also have to study about the company, the departments, their job profiles, etc. Then, find the KRAs and JDs. After that, I will guide you on the further processing.
From India, Delhi
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72If you want to do competency mapping in any organization, then first, you have to study thoroughly about it. There are many types of competency mapping. First, study all that, then decide which type you want to do. I will definitely help you in this. For implementing, you also have to study about the company, the departments, their job profiles, etc. Then, find the KRAs and JDs. After that, I will guide you on the further processing.
From India, Delhi
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Hi Nipuna,
Thank you very much for your support. I have completed my MBA in Chennai and am currently working as an HR assistant in a Petroleum construction company in Qatar. I joined the company on August 1st. I am now familiar with the company and the department, etc. Could you please provide information on competency mapping and also explain Key Result Areas (KRAs) and Job Descriptions (JDs)?
With regards,
Mohd Irfan
From Qatar
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Thank you very much for your support. I have completed my MBA in Chennai and am currently working as an HR assistant in a Petroleum construction company in Qatar. I joined the company on August 1st. I am now familiar with the company and the department, etc. Could you please provide information on competency mapping and also explain Key Result Areas (KRAs) and Job Descriptions (JDs)?
With regards,
Mohd Irfan
From Qatar
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Hi Irfan,
I am from India and I don't know about the latest trends in Qatar and what's new there. However, I can support you based on what HR practices are followed in India.
There are some types of competency mapping, such as 360-degree competency and 180-degree competency. In 360-degree mapping, the individual is assessed by their immediate subordinate, their immediate boss, peers, and the customer.
On the other hand, in 180-degree mapping, only two parameters are considered: by the immediate boss and by the subordinate.
Now, you need to decide what you want to implement and also stay informed about the latest trends in Qatar. It is crucial to study your market and understand what the competitors in the industry are following, as this has a significant impact.
Kind regards
From India, Delhi
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I am from India and I don't know about the latest trends in Qatar and what's new there. However, I can support you based on what HR practices are followed in India.
There are some types of competency mapping, such as 360-degree competency and 180-degree competency. In 360-degree mapping, the individual is assessed by their immediate subordinate, their immediate boss, peers, and the customer.
On the other hand, in 180-degree mapping, only two parameters are considered: by the immediate boss and by the subordinate.
Now, you need to decide what you want to implement and also stay informed about the latest trends in Qatar. It is crucial to study your market and understand what the competitors in the industry are following, as this has a significant impact.
Kind regards
From India, Delhi
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Dear Friends,
I am presenting here an article on competency mapping, which should give you a fair idea of how to approach this issue on competency mapping.
Regards,
Hanumantha Rao (HR)
***
Competency Modeling Process
The process steps in mapping competencies and configuring assessments are as follows:
Step 1: Study of Job Descriptions.
Step 2: Discussions with job holders.
Step 3: Focus Group discussions with superiors.
Step 4: Competency Model building.
Step 5: Competency refinement after discussions with client team.
Step 6: Assessment Configuration.
Competency modeling and assessments
Competencies define the skills and capabilities needed by people to succeed within an organization. Competencies are mapped to individual jobs and outline the expectations for different roles and positions.
An efficient competency modeling process helps identify competencies and assess competency gaps in managers.
Value of Competency models
- Selection - Provide a clear target for selection practices and candidate evaluation.
- Development - Focus development activities on the skills, knowledge, and characteristics that will impact job effectiveness.
- Training - Maximize the investment in training.
- Performance Management - Clarify work expectations and measurement in a common language.
- Succession Planning - Shift focus beyond current performance to potential for future roles.
From India, Hyderabad
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I am presenting here an article on competency mapping, which should give you a fair idea of how to approach this issue on competency mapping.
Regards,
Hanumantha Rao (HR)
***
Competency Modeling Process
The process steps in mapping competencies and configuring assessments are as follows:
Step 1: Study of Job Descriptions.
Step 2: Discussions with job holders.
Step 3: Focus Group discussions with superiors.
Step 4: Competency Model building.
Step 5: Competency refinement after discussions with client team.
Step 6: Assessment Configuration.
Competency modeling and assessments
Competencies define the skills and capabilities needed by people to succeed within an organization. Competencies are mapped to individual jobs and outline the expectations for different roles and positions.
An efficient competency modeling process helps identify competencies and assess competency gaps in managers.
Value of Competency models
- Selection - Provide a clear target for selection practices and candidate evaluation.
- Development - Focus development activities on the skills, knowledge, and characteristics that will impact job effectiveness.
- Training - Maximize the investment in training.
- Performance Management - Clarify work expectations and measurement in a common language.
- Succession Planning - Shift focus beyond current performance to potential for future roles.
From India, Hyderabad
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Hi,
To begin, you need to first identify the core competencies of the company. This can be done by consulting with the top leaders of the organization. Subsequently, for each job, you will need to outline the technical and behavioral competencies in the job descriptions. These need to be aligned with individual competencies, which can be obtained through the 360 performance appraisal method or from the Line Manager. By following this process, you should be able to effectively conduct competency mapping.
Regards,
Ashraf
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To begin, you need to first identify the core competencies of the company. This can be done by consulting with the top leaders of the organization. Subsequently, for each job, you will need to outline the technical and behavioral competencies in the job descriptions. These need to be aligned with individual competencies, which can be obtained through the 360 performance appraisal method or from the Line Manager. By following this process, you should be able to effectively conduct competency mapping.
Regards,
Ashraf
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I have joined a petroleum construction company as an HR trainee. They have asked me to take care of competency mapping. Can anyone give me advice on this? They also advised me to introduce new techniques in the department. Can anyone help me?
I've been working on competency mapping exercises for the past few months. If you still need some information, I can provide you with some good documents and presentations that might help you.
Regards,
Hina
From Pakistan, Islamabad
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I've been working on competency mapping exercises for the past few months. If you still need some information, I can provide you with some good documents and presentations that might help you.
Regards,
Hina
From Pakistan, Islamabad
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Competency mapping-cite hr.xls
Competency mapping.ppt
Innovative HR Practices-.doc