Hi all, Hope all are doing great! After a long gap, I came back with a query. In our office, we need to introduce the concept of Competency Mapping. I am tasked with working on Competency Mapping for Entry Level, Middle Management, and Senior Management. The framework we have decided upon is as follows, but I am struggling to design the exact questionnaires for all departments. I am unsure about what skills/competencies should be included. My Head of Department (HOD) has requested me to present the process and complete the task independently as soon as possible. This is my first time handling this, and I am confused about how to finish it quickly. Please suggest and provide data such as questionnaires. The framework is as follows:
LEVELS Skills
Senior System Design Influencing Decision Making Strategic Thinking Resource Management
Middle Process Design Coaching Problem Solving Emotional Intelligence Delegation Articulation Time Management
Entry Operative Teamwork Kaizen Communication 5S
Thank you.
From India, Pune
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6LEVELS Skills
Senior System Design Influencing Decision Making Strategic Thinking Resource Management
Middle Process Design Coaching Problem Solving Emotional Intelligence Delegation Articulation Time Management
Entry Operative Teamwork Kaizen Communication 5S
Thank you.
From India, Pune
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Competence is Not Enough
80% of employees self-report that they are not engaged. 80% of managers are ill-suited to effectively manage people. The two 80 percents are closely related. Employers keep hiring the wrong people to be their managers, and then they wonder why they have so few engaged employees. Successful employees have all three of the following success predictors, while unsuccessful employees lack one or two, and usually, it is Job Talent that they lack.
1. Competence
2. Cultural Fit
3. Job Talent
Employers do a…
A. GREAT job of hiring competent employees, about 95%
B. Good job of hiring competent employees who fit the culture, about 70%
C. POOR job of hiring competent employees who fit the culture and who have a talent for the job, about 20%
Identifying the talent required for each job seems to be missing from talent and management discussions. If we ignore any of the three criteria, our workforce will be less successful with higher turnover than if we do not ignore any of the three criteria.
1. Competence
2. Cultural Fit
3. Job Talent
There are many factors to consider when hiring and managing talent, but first, we need to define talent unless "hiring talent" means "hiring employees." Everyone wants to hire for and manage talent, but if we can't answer the five questions below with specificity, we can't hire or manage talent effectively.
1. How do we define talent?
2. How do we measure talent?
3. How do we know a candidate’s talent?
4. How do we know what talent is required for each job?
5. How do we match a candidate’s talent to the talent demanded by the job?
Most managers cannot answer the five questions with specificity, but the answers provide the framework for hiring successful employees and creating an engaged workforce. Talent is not found in resumes, interviews, background checks, or college transcripts. Talent must be hired since it cannot be acquired or imparted after the hire.
Regards
From United States, Chelsea
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80% of employees self-report that they are not engaged. 80% of managers are ill-suited to effectively manage people. The two 80 percents are closely related. Employers keep hiring the wrong people to be their managers, and then they wonder why they have so few engaged employees. Successful employees have all three of the following success predictors, while unsuccessful employees lack one or two, and usually, it is Job Talent that they lack.
1. Competence
2. Cultural Fit
3. Job Talent
Employers do a…
A. GREAT job of hiring competent employees, about 95%
B. Good job of hiring competent employees who fit the culture, about 70%
C. POOR job of hiring competent employees who fit the culture and who have a talent for the job, about 20%
Identifying the talent required for each job seems to be missing from talent and management discussions. If we ignore any of the three criteria, our workforce will be less successful with higher turnover than if we do not ignore any of the three criteria.
1. Competence
2. Cultural Fit
3. Job Talent
There are many factors to consider when hiring and managing talent, but first, we need to define talent unless "hiring talent" means "hiring employees." Everyone wants to hire for and manage talent, but if we can't answer the five questions below with specificity, we can't hire or manage talent effectively.
1. How do we define talent?
2. How do we measure talent?
3. How do we know a candidate’s talent?
4. How do we know what talent is required for each job?
5. How do we match a candidate’s talent to the talent demanded by the job?
Most managers cannot answer the five questions with specificity, but the answers provide the framework for hiring successful employees and creating an engaged workforce. Talent is not found in resumes, interviews, background checks, or college transcripts. Talent must be hired since it cannot be acquired or imparted after the hire.
Regards
From United States, Chelsea
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Competency mapping.ppt
Employee-engage ment.prn_190.pd f
Employee Engagement Study.doc