Hi all,
I need some help regarding competency mapping. I have been assigned a project on developing high-potential employees for potential appraisal and charting a succession planning for them.
For this, first, I have to look at the competencies required by the person who will fit into the job role. Then, I will have to look at the competencies possessed by the person and do a gap analysis.
I need to know the ways of identifying the competencies that the person possesses. I have read about methods like BEI, but I feel it is very time-consuming. There is one method - Job Task/Function Analysis, but I am not aware of how to proceed with it.
Can anyone please show me the way ahead?
Regards,
Sajita
From India, Mumbai
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I need some help regarding competency mapping. I have been assigned a project on developing high-potential employees for potential appraisal and charting a succession planning for them.
For this, first, I have to look at the competencies required by the person who will fit into the job role. Then, I will have to look at the competencies possessed by the person and do a gap analysis.
I need to know the ways of identifying the competencies that the person possesses. I have read about methods like BEI, but I feel it is very time-consuming. There is one method - Job Task/Function Analysis, but I am not aware of how to proceed with it.
Can anyone please show me the way ahead?
Regards,
Sajita
From India, Mumbai
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Hi dear, I just read the details about your project. I have done competency mapping with a company in Chandigarh. Though this data is not authorized to be transferred, so I cannot send you the data. But I can tell you what exactly I did.
I conducted interviews with all the managerial staff working in that organization. This was done to understand their nature of work and identify their KRAs (Key Result Areas). I would suggest you to:
- First, prepare a questionnaire to interview the managerial staff.
- Identify their KRAs.
- Break down those KRAs into activities.
- Identify the various technical and behavioral competencies required for each activity within the KRA.
Once done with that, use the models to map their respective competencies. It will be good if you create a competency dictionary; it will be helpful to you and will be an added asset to your project. Any other help is welcome.
Ciao,
Jasmin
MBA - HR
UBS, Chandigarh
From India, New Delhi
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I conducted interviews with all the managerial staff working in that organization. This was done to understand their nature of work and identify their KRAs (Key Result Areas). I would suggest you to:
- First, prepare a questionnaire to interview the managerial staff.
- Identify their KRAs.
- Break down those KRAs into activities.
- Identify the various technical and behavioral competencies required for each activity within the KRA.
Once done with that, use the models to map their respective competencies. It will be good if you create a competency dictionary; it will be helpful to you and will be an added asset to your project. Any other help is welcome.
Ciao,
Jasmin
MBA - HR
UBS, Chandigarh
From India, New Delhi
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Thank you very much, Jasmine. Your insights have been incredibly helpful to me. Could you please provide an explanation of what a competency dictionary is? I have encountered this term frequently during my project. Is it essentially a comprehensive list used to assess competencies at various levels? Could you also offer some examples?
Regards, Sajita
From India, Mumbai
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Regards, Sajita
From India, Mumbai
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