Dear all , Can anyone give me an idea to how to prepare skill matrix and conduct competency evaluation . what are methods we can do competency evaluation? Regards, Charulathal
From India, Madras
2From India, Madras
Hi Rahul
Skill Matrix is a way to capture/identify the skills required for a particular job.
- This can be of two types again: 1. Technical Skill Matrix, 2. Behavioral Skill Matrix
- It is a way, where, you can or should identify the Skills required for a particular job, in a particular department / team.
Please find the attachment of skill matrix.
Regards
Sandy
From India
Skill Matrix is a way to capture/identify the skills required for a particular job.
- This can be of two types again: 1. Technical Skill Matrix, 2. Behavioral Skill Matrix
- It is a way, where, you can or should identify the Skills required for a particular job, in a particular department / team.
Please find the attachment of skill matrix.
Regards
Sandy
From India
Dear Friend...., I am attaching ehrewith some files regarding "COmpetency Mapping"..... I hope they might help you out.... Regards Ankit 09869851356
From India, Mumbai
From India, Mumbai
hi charulatha raghul i m sending u detail of a project and a review of gap analysis kindly go through that & mail me on my id 
.
regards
preeti
The competency study being undertaken involves parameters of knowledge, skills, & attitude required to perform the jobs. The review of competency mapping, gap analysis & job description has leaded to align them with respect to Training Need Identified of the department of quality assurance to the future plan of the organization. There is no. of grades from LC-01 to LC-07 in each department according to the requirement to the requirement of the department.This research has been conducted at Jojobera Cement Plant, A cement division of Lafarge India Pvt. Ltd., Jamshedpur.
OBJECTIVE
REVIEW OF LITERATURE
Over the past 10 years, human resources & organizational development professionals have generated a lot of interest in the notion of competencies as a key element & measure of the performance. Competencies are becoming a frequently –used & written –about vehicle for organizational application such as:
Competencies include the collection of success factors necessary for achieving important in a specific job or work role in a particular organization. Success factor are combinations of knowledge, skills, & attitude known as KSA’s.
There are three definitions which are necessary to discuss:
There are number sources that describe some very common person functioning competencies found to be important for employees at all levels across organization. One good quote in this area is from Michael Zwell (2000, Pgs 53-55), the author of creating culture of competencies when he says, “From the body of competency research to date, a base set a competencies would differentiate the top quartile of performers from the rest in most positions in an organization: initiative, influence, Result Orientation, Teamwork, Service Orientation & concern for quality.”
“How do Competencies relates to individual Career Development?”
One of the first encounters with competencies for most individuals is in securing employment in a new organization. Organization that are purposefully using cutting-edge methods to choose talent for positions or project roles are engaging in what is called ‘ competency based interview & selection’. Later these are used as to assess performance, to encourage future development plans from individuals & to plan for succession in the organization. If we take the example of the fulcrum network, an organizational development consulting brokerage organization. Fulcrum recently released a manual entitled ‘How to Hire the Right Consultant,’in which it identified 18 factors that can used to evaluate consultant, (Fulcrum Network, 2002, pg.10) Most of the 18 factors would be considered competencies, according to the definition included in this research.
“Why should individual Employees Map their competencies?
The reasons are:
· Gains a cleaner sense of true marketability in today’s job market; once the individual known his/her competencies compare to those that are asked for by the job market in key positions interest.
· Projects an appearance as a cutting edge & well prepared candidate, who has taken the time to learn about competencies, investigate those in demand, & map his/her own competencies prior to interviewing.
· Demonstrates self- confidence that comes from knowing one’s competitive advantages more convincingly & from being able to articulate those advantages in specific language.
· Secures essential input to resume development- a set of important terms to use in describe expertise derived from prior career experience
· Develops the capability to compare one’s actual competencies to an organization or position recruited / preferred competencies, in order to create an individual Development Plan.
Reference: Career planning & adult Development Network
What is Gap Analysis?
Gap Analysis is the gap between “what is” & “what ought to be”. Gap analysis is a very efficient tool as it could be of use in the performance appraisal of employees & in developing a competency- based pay system. It establishes measurement to assess difference in the performance levels & tends to give suggestions to overcome the difference.
THE EMOTIONAL COMPETENCY FRAMEWORK
Initiative
& committed
Emotional Awareness
Team Building
Service orientation & Political awareness
Innovation & Control
PERSONAL COMPETENCE
Conflict manage- ment
RESEARCH METHODOLOGY
The data comprises of job description of several of positions of permanent workmen, competency matrix (existing & desired) of the department of the organization.
Description in Detail:
Designation Grade No.of Employees Nature of job
Process Assistant LC-06 8 Chemist
Utility Hand LC-01 7 Sampleman
Jr. Process Asst. LC-05 3 Tester cum
Gauger
Sampling.
The steps followed to review the competency mapping:
Step I: Review of Job description of QA Deptt.
1. Chemist (QA)
Grade- LC-06
Process Assistant
Page no.20
2. Tester cum Gauger (QA)
Grade-LC-05
Jr.Process Assistant
Page no. 21
3. Sampleman (QA)
Grade- LC-03
Associate
Page no.19
StepII: Competency Mapping through Behavioural Event Interview
Behavioural Event Interview technique is based on the premise that the best prediction of future behaviour is past behaviour.
For serving my purpose the managers & other officers were selected of the deptt. To know the kind of work the various NOPRS do. The purpose of this interview was to match employee’s skills, knowledge & motive with the required & the success factors of the jobs.
StepIII: Criteria for competency checks.
Lafarge India Pvt.Ltd. has its own grading system. The grades allocated to the non-officers in payroll are from L-1 to LC-7. The parameters of knowledge, skill, & attitude carry the competencies required by the employees of the named grades to do their jobs. The criteria for competency check have been presented in a matrix form. The matrix shows the desired competencies that an employee must have. Lastly the competency mapping was reviewed on the basis of TNA & job description.
Revised criteria of competency mapping as a result of competency mapping of Quality Assurance.
CRITERIA FOR COMPETENCY CHECK FOR PERMANENT WORKMEN (QUALITY ASSURANCE)*
CATERGORY
KNOWLEDGE
SKILL
ATTITUDE
PROCESS ASST
LC-06
(CHEMIST)
1.should be B.Sc graduate.
2.Basic knowledge
Of cement manufacturing process.
3.Conversant with IS specifications & Revised STI for cement, related raw material & chemical testing procedures
4.Basic knowledge on computers.
5.Awareness on
regards
preeti
The competency study being undertaken involves parameters of knowledge, skills, & attitude required to perform the jobs. The review of competency mapping, gap analysis & job description has leaded to align them with respect to Training Need Identified of the department of quality assurance to the future plan of the organization. There is no. of grades from LC-01 to LC-07 in each department according to the requirement to the requirement of the department.This research has been conducted at Jojobera Cement Plant, A cement division of Lafarge India Pvt. Ltd., Jamshedpur.
OBJECTIVE
- To review the job description of the various jobs of the department.
- To review the competency mapping of each nature of job each position in the dept.
- To align the job description, competency mapping, gap analysis & training need assessment.
- The Department of Quality Assurance in Cement Industry.
- For performance appraisal of the employees.
REVIEW OF LITERATURE
Over the past 10 years, human resources & organizational development professionals have generated a lot of interest in the notion of competencies as a key element & measure of the performance. Competencies are becoming a frequently –used & written –about vehicle for organizational application such as:
- Defining the factors for success in jobs (i.e, work ) & work roles within the organization
- Assessing the current performance & future development needs of persons holding jobs role
- Mapping succession possibilities for employees within the organization
- Selecting applicants for open positions, using competency- based interviewing techniques.
Competencies include the collection of success factors necessary for achieving important in a specific job or work role in a particular organization. Success factor are combinations of knowledge, skills, & attitude known as KSA’s.
There are three definitions which are necessary to discuss:
- Competency Map: A competency map is a list of an individuals competencies that represent factors most critical to success in given jobs, departments, organizations, or industries that are part of the individual’s current career plan.
- Competency Mapping: Competency mapping is a process an individual uses to identity & describe competencies that are the most critical to success in a work situation & work roles.
- Top Competencies: Top competencies are the most important to an individual in their ongoing career management process.
There are number sources that describe some very common person functioning competencies found to be important for employees at all levels across organization. One good quote in this area is from Michael Zwell (2000, Pgs 53-55), the author of creating culture of competencies when he says, “From the body of competency research to date, a base set a competencies would differentiate the top quartile of performers from the rest in most positions in an organization: initiative, influence, Result Orientation, Teamwork, Service Orientation & concern for quality.”
“How do Competencies relates to individual Career Development?”
One of the first encounters with competencies for most individuals is in securing employment in a new organization. Organization that are purposefully using cutting-edge methods to choose talent for positions or project roles are engaging in what is called ‘ competency based interview & selection’. Later these are used as to assess performance, to encourage future development plans from individuals & to plan for succession in the organization. If we take the example of the fulcrum network, an organizational development consulting brokerage organization. Fulcrum recently released a manual entitled ‘How to Hire the Right Consultant,’in which it identified 18 factors that can used to evaluate consultant, (Fulcrum Network, 2002, pg.10) Most of the 18 factors would be considered competencies, according to the definition included in this research.
“Why should individual Employees Map their competencies?
The reasons are:
· Gains a cleaner sense of true marketability in today’s job market; once the individual known his/her competencies compare to those that are asked for by the job market in key positions interest.
· Projects an appearance as a cutting edge & well prepared candidate, who has taken the time to learn about competencies, investigate those in demand, & map his/her own competencies prior to interviewing.
· Demonstrates self- confidence that comes from knowing one’s competitive advantages more convincingly & from being able to articulate those advantages in specific language.
· Secures essential input to resume development- a set of important terms to use in describe expertise derived from prior career experience
· Develops the capability to compare one’s actual competencies to an organization or position recruited / preferred competencies, in order to create an individual Development Plan.
Reference: Career planning & adult Development Network
What is Gap Analysis?
Gap Analysis is the gap between “what is” & “what ought to be”. Gap analysis is a very efficient tool as it could be of use in the performance appraisal of employees & in developing a competency- based pay system. It establishes measurement to assess difference in the performance levels & tends to give suggestions to overcome the difference.
THE EMOTIONAL COMPETENCY FRAMEWORK
Initiative
& committed
Emotional Awareness
Team Building
Service orientation & Political awareness
Innovation & Control
PERSONAL COMPETENCE
Conflict manage- ment
RESEARCH METHODOLOGY
- Sources of Data Collection:
The data comprises of job description of several of positions of permanent workmen, competency matrix (existing & desired) of the department of the organization.
- Universe for the study:
Description in Detail:
Designation Grade No.of Employees Nature of job
Process Assistant LC-06 8 Chemist
Utility Hand LC-01 7 Sampleman
Jr. Process Asst. LC-05 3 Tester cum
Gauger
- Tool of Data Collection:
- Sampling Technique:
Sampling.
The steps followed to review the competency mapping:
Step I: Review of Job description of QA Deptt.
1. Chemist (QA)
Grade- LC-06
Process Assistant
Page no.20
- Should be B.Sc graduate
- Should possess basic knowledge of computers.
- Should be well conversant with IS Specification for cement, related raw material & testing procedure.
- Should be well acquainted with statistical technique for quality improvement.
2. Tester cum Gauger (QA)
Grade-LC-05
Jr.Process Assistant
Page no. 21
- Should possess 10+2 qualification or B.Sc graduate (preferable)
- Should possess minimum of 5 years of industrial experience
- Should possess basic knowledge in computers
- Should be well acquainted with statistical Technique for quality improvement.
3. Sampleman (QA)
Grade- LC-03
Associate
Page no.19
- There is no associate in this deptt.
- According to the deptt., the sampleman is LC-01 ( Utility Hand)
- Should possess 2 years of industrial experience.
- Should be matrix
- Should be IMS Awareness
- Should have knowledge of physical testing.
- Should have basic knowledge of computers.
StepII: Competency Mapping through Behavioural Event Interview
Behavioural Event Interview technique is based on the premise that the best prediction of future behaviour is past behaviour.
For serving my purpose the managers & other officers were selected of the deptt. To know the kind of work the various NOPRS do. The purpose of this interview was to match employee’s skills, knowledge & motive with the required & the success factors of the jobs.
StepIII: Criteria for competency checks.
Lafarge India Pvt.Ltd. has its own grading system. The grades allocated to the non-officers in payroll are from L-1 to LC-7. The parameters of knowledge, skill, & attitude carry the competencies required by the employees of the named grades to do their jobs. The criteria for competency check have been presented in a matrix form. The matrix shows the desired competencies that an employee must have. Lastly the competency mapping was reviewed on the basis of TNA & job description.
Revised criteria of competency mapping as a result of competency mapping of Quality Assurance.
CRITERIA FOR COMPETENCY CHECK FOR PERMANENT WORKMEN (QUALITY ASSURANCE)*
CATERGORY
KNOWLEDGE
SKILL
ATTITUDE
PROCESS ASST
LC-06
(CHEMIST)
1.should be B.Sc graduate.
2.Basic knowledge
Of cement manufacturing process.
3.Conversant with IS specifications & Revised STI for cement, related raw material & chemical testing procedures
4.Basic knowledge on computers.
5.Awareness on