Friends, I have developed a format for competency identification. Please go through and provide me with your inputs. Regards, Shijit.
From India, Kochi
Acknowledge(0)
Amend(0)
125From India, Kochi
Acknowledge(0)Amend(0)
Sorry what i attached earlier was open office file. This wont be accepted by cite hr. Please find the attachment now in pdf
From India, Kochi
Acknowledge(0)Amend(0)
From India, Kochi
Acknowledge(0)Amend(0)
Hey, This seems good. I suggest to think in lines of 'role based competancy identification'. RAM Akella Manager-Group HR Hyderabad
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
Yes, 'role-based' we have already identified. The objective of identifying 'process/activity-based' is to integrate both. This will ensure that the role competencies fulfill the requirements of the process/activity so that there won't be any mismatch between them. The essence is to define the role with the activity/process in the best possible manner.
From India, Kochi
Acknowledge(0)Amend(0)
From India, Kochi
Acknowledge(0)Amend(0)
Hi,
I have gone through your format, and it is really good. To make the format comprehensive, you need to add one more column, such as planned activity/process and unplanned activity/process. This will provide exact information about an individual's performance in the organization within their profile. For example, when the HR manager is temporarily in charge of administration or vendor development, these activities are considered multifaceted activities that they perform in addition to their profile. Any extra assignments should be indicated under unplanned activity/process, while the regular profile responsibilities should be shown under planned activity/process. I hope you understand the concept.
From India, Bangalore
Acknowledge(0)Amend(0)
I have gone through your format, and it is really good. To make the format comprehensive, you need to add one more column, such as planned activity/process and unplanned activity/process. This will provide exact information about an individual's performance in the organization within their profile. For example, when the HR manager is temporarily in charge of administration or vendor development, these activities are considered multifaceted activities that they perform in addition to their profile. Any extra assignments should be indicated under unplanned activity/process, while the regular profile responsibilities should be shown under planned activity/process. I hope you understand the concept.
From India, Bangalore
Acknowledge(0)Amend(0)
Hi Shijit, The competency matrix is very much generalised. It should be customised to department or role based. — Shash
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
Hi, good start but I think a bit more specificity is required. I understand you are planning on combining role-based along with this format; however, you could have some predefined KRAs in the column on skills/competencies required based on the activities/processes (these should be clearly spelled out). Leave a few blank rows for any additional inputs that may be overlooked. I know this adds to your work as you will have to do a little research on each job before filling in the columns, but it will make the task easier for the job holder and help with recall (when they are deeply focused on their job, they lose sight of all they do). It also saves time, and you will get a better hit rate.
Also, invest some time in a pilot study. One thing that worked for me was asking a few job holders to fill in their KRAs and using it as a format for my template, then adding more points based on a pilot study. Another useful tool is a study of their appraisals.
Hope this input is useful to you. All the best.
R
From India, Pune
Acknowledge(0)Amend(0)
Also, invest some time in a pilot study. One thing that worked for me was asking a few job holders to fill in their KRAs and using it as a format for my template, then adding more points based on a pilot study. Another useful tool is a study of their appraisals.
Hope this input is useful to you. All the best.
R
From India, Pune
Acknowledge(0)Amend(0)
Hi, good start, but I think a bit more specificity is required. I understand you are planning on combining role-based information along with this format; however, you could have some predefined KRAs in the column on skills/competencies required, based on the activities/processes (these should be clearly spelled out). Leave a few blank rows for any additional inputs that may be overlooked. I know this adds to your workload as you will have to do a little research on each job before filling in the columns. Still, it will make the task easier for the job holder and aid in recall (when they are fully engrossed in their job, they may lose sight of all their responsibilities). It also saves time and can lead to a better success rate.
Additionally, invest some time in a pilot study. One thing that worked for me was asking a few job holders to fill in their KRAs and using it as a template for my own. I then added more points based on the findings from the pilot study. Another useful tool is a review of their appraisals.
I hope this input proves useful to you. All the best, R
From India, Pune
Acknowledge(0)Amend(0)
Additionally, invest some time in a pilot study. One thing that worked for me was asking a few job holders to fill in their KRAs and using it as a template for my own. I then added more points based on the findings from the pilot study. Another useful tool is a review of their appraisals.
I hope this input proves useful to you. All the best, R
From India, Pune
Acknowledge(0)Amend(0)
Here with i am attaching the Competence with Skill matrix.
From India, Madras
Acknowledge(0)Amend(0)
From India, Madras
Acknowledge(0)Amend(0)
Hi Shijit,
The format is good, but it is based solely on the HOD's review. Factors like leniency, HALO, and recency may have an effect on this. In your case, I think a format for employee feedback on the HOD's review will complete it, and the exercise will be more effective.
Amrender Singh Assistant Officer HR Star Paper
From India, New Delhi
Acknowledge(0)Amend(0)
The format is good, but it is based solely on the HOD's review. Factors like leniency, HALO, and recency may have an effect on this. In your case, I think a format for employee feedback on the HOD's review will complete it, and the exercise will be more effective.
Amrender Singh Assistant Officer HR Star Paper
From India, New Delhi
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Competency-base d HR Management.ppt
Competency mapping-cite hr.xls