Hi Ravichandran,
Competency mapping questionnaires can vary based on the specific needs of an organization or the nature of the roles being assessed. However, I can provide you with a general set of questions that are commonly used in competency mapping. You may need to customize them according to your organization's context and requirements. Here's a sample questionnaire:
Personal Information:
Name:
Department/Team:
Job Title:
Date:
Core Competencies:
Rate yourself on a scale of 1 to 5 (1 being the lowest and 5 being the highest) for each competency.
a. Communication Skills:
How effectively do you convey information to others?
How well do you listen and understand others?
b. Teamwork:
How well do you collaborate with team members?
Can you provide an example of a successful team project you were part of?
c. Problem Solving:
How do you approach and solve problems?
Can you share an instance where you successfully resolved a challenging situation?
d. Leadership:
How do you inspire and guide your team?
Can you describe a situation where you demonstrated effective leadership?
e. Adaptability:
How well do you handle change and uncertainty?
Provide an example of a time when you had to adapt to a new situation.
Technical Competencies:
Rate your proficiency in relevant technical skills required for your role.
a. [Technical Skill 1]
Rate your proficiency (1-5).
b. [Technical Skill 2]
Rate your proficiency (1-5).
...
Behavioral Competencies:
Rate yourself on behavioral competencies that are crucial for your role.
a. Customer Focus:
How well do you understand and meet customer needs?
Provide an example of a situation where you exceeded customer expectations.
b. Initiative:
How proactive are you in taking on new tasks and challenges?
Can you share a situation where you took the initiative to improve a process?
c. Time Management:
How well do you prioritize tasks and manage your time?
Provide an example of a time when you successfully met a tight deadline.
...
Development Areas:
Identify areas where you believe you can improve or require additional training.
Manager's/Peer's Feedback:
Obtain feedback from managers or peers to provide a more comprehensive view.
Remember, the success of a competency mapping questionnaire lies in its relevance to the specific roles and goals of your organization. Adjust the questions accordingly and consider incorporating open-ended questions for more detailed responses.
Thanks
From India, Bangalore
149Competency mapping questionnaires can vary based on the specific needs of an organization or the nature of the roles being assessed. However, I can provide you with a general set of questions that are commonly used in competency mapping. You may need to customize them according to your organization's context and requirements. Here's a sample questionnaire:
Personal Information:
Name:
Department/Team:
Job Title:
Date:
Core Competencies:
Rate yourself on a scale of 1 to 5 (1 being the lowest and 5 being the highest) for each competency.
a. Communication Skills:
How effectively do you convey information to others?
How well do you listen and understand others?
b. Teamwork:
How well do you collaborate with team members?
Can you provide an example of a successful team project you were part of?
c. Problem Solving:
How do you approach and solve problems?
Can you share an instance where you successfully resolved a challenging situation?
d. Leadership:
How do you inspire and guide your team?
Can you describe a situation where you demonstrated effective leadership?
e. Adaptability:
How well do you handle change and uncertainty?
Provide an example of a time when you had to adapt to a new situation.
Technical Competencies:
Rate your proficiency in relevant technical skills required for your role.
a. [Technical Skill 1]
Rate your proficiency (1-5).
b. [Technical Skill 2]
Rate your proficiency (1-5).
...
Behavioral Competencies:
Rate yourself on behavioral competencies that are crucial for your role.
a. Customer Focus:
How well do you understand and meet customer needs?
Provide an example of a situation where you exceeded customer expectations.
b. Initiative:
How proactive are you in taking on new tasks and challenges?
Can you share a situation where you took the initiative to improve a process?
c. Time Management:
How well do you prioritize tasks and manage your time?
Provide an example of a time when you successfully met a tight deadline.
...
Development Areas:
Identify areas where you believe you can improve or require additional training.
Manager's/Peer's Feedback:
Obtain feedback from managers or peers to provide a more comprehensive view.
Remember, the success of a competency mapping questionnaire lies in its relevance to the specific roles and goals of your organization. Adjust the questions accordingly and consider incorporating open-ended questions for more detailed responses.
Thanks
From India, Bangalore
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