Hi there,
You need to combine 2 things for using competence mapping in recruitment process
• Manpower planning process
• Competence mapping
This process involves the following:
• Identify positions required by organization,
• Identify what are their job description going to be,
• Identify what are their competence required to perform the Job for that position,
• Identify the years of experience you require the employee to have,
• What are their qualification required for the position
• Do your recruitment advertisement based on the competence you have identified/ mapped
You Require Further Guideance dont hesitate
From Oman, Muscat
103You need to combine 2 things for using competence mapping in recruitment process
• Manpower planning process
• Competence mapping
This process involves the following:
• Identify positions required by organization,
• Identify what are their job description going to be,
• Identify what are their competence required to perform the Job for that position,
• Identify the years of experience you require the employee to have,
• What are their qualification required for the position
• Do your recruitment advertisement based on the competence you have identified/ mapped
You Require Further Guideance dont hesitate
From Oman, Muscat
Dear ChallaGolla,
Competency mapping, Assessments, Psychometric Profiling there are a wide plethora of HR support Services which have one agenda. They make a recruitment process more efficient and find the "right fit" for the position / opening.
Competency mapping looks like a very heavy and attractive word and every HR department should Map the competencies. However, it will vortex into a different field altogether.
A recruitment Process will yield results only if a whole process chain is established.
1. Is your HR staff competent and trained to Assess Skills ?
2. What Tools (read methods) are going to be used ? and can results be interpreted internally or
external agencies are to be hired ?
I know I am being very basic. But that's what you have to be if you want to Learn the implementation and make it a success.
To fulfill any position a candidate has to "ASK". Attitude - Skill - Knowledge.
> Attitude to Do the job with responsibility and correct approach
> Skill - Experience and skill to do the job correctly
> Knowledge - To perform in a position optimally.
It starts with Manpower Forecasting, as to when the Opportunities arise.
From India, Gurgaon
Competency mapping, Assessments, Psychometric Profiling there are a wide plethora of HR support Services which have one agenda. They make a recruitment process more efficient and find the "right fit" for the position / opening.
Competency mapping looks like a very heavy and attractive word and every HR department should Map the competencies. However, it will vortex into a different field altogether.
A recruitment Process will yield results only if a whole process chain is established.
1. Is your HR staff competent and trained to Assess Skills ?
2. What Tools (read methods) are going to be used ? and can results be interpreted internally or
external agencies are to be hired ?
I know I am being very basic. But that's what you have to be if you want to Learn the implementation and make it a success.
To fulfill any position a candidate has to "ASK". Attitude - Skill - Knowledge.
> Attitude to Do the job with responsibility and correct approach
> Skill - Experience and skill to do the job correctly
> Knowledge - To perform in a position optimally.
It starts with Manpower Forecasting, as to when the Opportunities arise.
From India, Gurgaon
Dear Mr. Challagolla,
Kindly check spelling before post any question, aurgument or any kind of mattar which you like to share with other Cite HR reader.
This is for your feture perusal.
Regards,
Debajit Roy
Officer HR
From India, Mumbai
Kindly check spelling before post any question, aurgument or any kind of mattar which you like to share with other Cite HR reader.
This is for your feture perusal.
Regards,
Debajit Roy
Officer HR
From India, Mumbai
Dear Challagolla,
Competency mapping is the techniques to assess the abilities, skill and attitude of an individual for the particular position. The implementation of this technique in context to recruitment will be identifying and defining of skillset for the position, identifying and describing the job description and it also includes the mapping of mandate skillset or competency in the interviewee.
This tool can also be used to assess the ability, skill and attitude of existing employee, through which you can identify the area's of improvisation on which training can be imparted through interal or external resources or agencies.
Regards,
Rachna
From India, Delhi
Competency mapping is the techniques to assess the abilities, skill and attitude of an individual for the particular position. The implementation of this technique in context to recruitment will be identifying and defining of skillset for the position, identifying and describing the job description and it also includes the mapping of mandate skillset or competency in the interviewee.
This tool can also be used to assess the ability, skill and attitude of existing employee, through which you can identify the area's of improvisation on which training can be imparted through interal or external resources or agencies.
Regards,
Rachna
From India, Delhi
One has to fist understand the concept of "Competency". There is enough material around the word to understand the concept.. one you have the clear understanding of the concept you will automatically find the solutions suitable for you / your organisation.
Read the material on PCMM and you will get fair idea on what competency mean and how do we do competency based processes in the organisation..
Organisation who have reach Level 3 or 5, their people if you are connect with them, can also help you understand the concept.
Quick solution to your problem will only lead to bigger mess (specially in your understanding at a later stage)
From India, Bangalore
Read the material on PCMM and you will get fair idea on what competency mean and how do we do competency based processes in the organisation..
Organisation who have reach Level 3 or 5, their people if you are connect with them, can also help you understand the concept.
Quick solution to your problem will only lead to bigger mess (specially in your understanding at a later stage)
From India, Bangalore
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Competency mapping.ppt
ART AND SCIENCE OF COMPETENCY MAPPING.doc