Friends,
This is a simple tool useful for competency gap analysis. There are two spreadsheets in the file: one showing the required level of competency and the other showing the actual level. The required level is marked with blocks in black color code, while the actual competency level is marked with green blocks. The red blocks indicate the gaps that require training.
Please share your comments and suggestions.
Regards,
Shijit.
From India, Kochi
Acknowledge(0)
Amend(0)
125This is a simple tool useful for competency gap analysis. There are two spreadsheets in the file: one showing the required level of competency and the other showing the actual level. The required level is marked with blocks in black color code, while the actual competency level is marked with green blocks. The red blocks indicate the gaps that require training.
Please share your comments and suggestions.
Regards,
Shijit.
From India, Kochi
Acknowledge(0)Amend(0)
Dear Mr. Shijit,
Warm and special greetings to you and to all our Cite HR members. I hope you have made some useful contributions to the HR fraternity, even though the platform is currently unable to open and utilize.
If you don't mind, could you please repost the same content or email it to me at the ID provided below:
.
Thanks and Regards,
Vijay
From India, Madras
Acknowledge(0)Amend(0)
Warm and special greetings to you and to all our Cite HR members. I hope you have made some useful contributions to the HR fraternity, even though the platform is currently unable to open and utilize.
If you don't mind, could you please repost the same content or email it to me at the ID provided below:
Thanks and Regards,
Vijay
From India, Madras
Acknowledge(0)Amend(0)
Keep on posting, Shijit. It is a nice one.
And, Vksaini, everything is not meant for MNCs. If you find it at the initial level of mapping, it can be applied in a small organization. If you want to criticize it, then do it in the way of HR. The language you used is not supposed to be used by an HR professional. Please think it over.
From India, Bangalore
Acknowledge(0)Amend(0)
And, Vksaini, everything is not meant for MNCs. If you find it at the initial level of mapping, it can be applied in a small organization. If you want to criticize it, then do it in the way of HR. The language you used is not supposed to be used by an HR professional. Please think it over.
From India, Bangalore
Acknowledge(0)Amend(0)
Hi Shijit, It a really good format. Thanks for sharing. Dear Vikasini, I hpoe u have excellent formats why dont u share the same. Waiting......... Best Regards
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Mr. Shijit,
Warm and special greetings to you and to all our Cite HR members. I hope you have made some useful contributions to the HR fraternity, even though it may not have been possible to access and utilize them.
If you don't mind, could you please repost the same information or send it to me via email using the ID provided below:
Thank you.
Best regards,
[Your Name]
From India, Pune
Acknowledge(0)Amend(0)
Warm and special greetings to you and to all our Cite HR members. I hope you have made some useful contributions to the HR fraternity, even though it may not have been possible to access and utilize them.
If you don't mind, could you please repost the same information or send it to me via email using the ID provided below:
Thank you.
Best regards,
[Your Name]
From India, Pune
Acknowledge(0)Amend(0)
Thank you, Urvashi, for your compliment and encouragement. Definitely, it's not a tool for a big MNC. It's a simple tool that could be adapted to a small organization or a department. For the further refinement of this tool, I request suggestions and corrections from people who have knowledge in this field.
Regards,
Shijit.
From India, Kochi
Acknowledge(0)Amend(0)
Regards,
Shijit.
From India, Kochi
Acknowledge(0)Amend(0)
Hi Shalinie,
Thanks,
Competency-based appraisal input could be one method. Generally, a time period is arrived at for the assessment. Ideally, it could be one year, I guess. Both the required competencies and actual competencies need reviews at appropriate intervals to ensure that the right competencies are defined for the job and the right level of competencies are possessed by the job holder. In a smaller organization, this could be arrived at with simple focus group interviews with the respective functional heads.
Regards,
Shijit.
From India, Kochi
Acknowledge(0)Amend(0)
Thanks,
Competency-based appraisal input could be one method. Generally, a time period is arrived at for the assessment. Ideally, it could be one year, I guess. Both the required competencies and actual competencies need reviews at appropriate intervals to ensure that the right competencies are defined for the job and the right level of competencies are possessed by the job holder. In a smaller organization, this could be arrived at with simple focus group interviews with the respective functional heads.
Regards,
Shijit.
From India, Kochi
Acknowledge(0)Amend(0)
Hi Shijit,
I am a newbie on Excel. I request you to please give me an example of how to work on this. I am working as a quality analyst in a medical transcription company.
My email is mubeen.khan@spicity.com.
Thank you so much.
Mubeen
From India, Bangalore
Acknowledge(0)Amend(0)
I am a newbie on Excel. I request you to please give me an example of how to work on this. I am working as a quality analyst in a medical transcription company.
My email is mubeen.khan@spicity.com.
Thank you so much.
Mubeen
From India, Bangalore
Acknowledge(0)Amend(0)
Hi Shijit, Thanks for sharing such wonderful and useful sheet. I found it very useful for my organization and have started the process of implementation. Thanks again. Koshy
From India, Madras
Acknowledge(0)Amend(0)
From India, Madras
Acknowledge(0)Amend(0)
Hiii shitij the post was realy very good....n xtrmly helpful..seems ve undrstood the entire thng n ve finally made up my mind as to hw i ll go abt doing my projct...thnx once again
From India, Pune
Acknowledge(0)Amend(0)
From India, Pune
Acknowledge(0)Amend(0)
Dear Shijit Kindly brief us, on how to use and execute the Competency Gap Identification Tool.
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Simmi,
It is a humble request that first you do some study on competency mapping on your own, then you will find CM easy to understand. This practice will enhance your ability.
Hope you understand and don't take it otherwise.
Regards,
Prashant
From India, Indore
Acknowledge(0)Amend(0)
It is a humble request that first you do some study on competency mapping on your own, then you will find CM easy to understand. This practice will enhance your ability.
Hope you understand and don't take it otherwise.
Regards,
Prashant
From India, Indore
Acknowledge(0)Amend(0)
Hi This is not right approach to mapping thecmpetency/skill. you should have some analytical approach to identify competency such Competency norms questionaria etc
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
Dear Shijit,
This is an excellent chart for competencies and competency gaps. You have worked a lot on this. I would appreciate it if you could provide at least one example on this chart so that it will be clearer to us. Thanks for providing such a fantastic tool.
Meesal
From United Arab Emirates, Dubai
Acknowledge(0)Amend(0)
This is an excellent chart for competencies and competency gaps. You have worked a lot on this. I would appreciate it if you could provide at least one example on this chart so that it will be clearer to us. Thanks for providing such a fantastic tool.
Meesal
From United Arab Emirates, Dubai
Acknowledge(0)Amend(0)
Hi Shijit, It is a wonderful tool that can be used for competency mapping and performance appraisal. keep sharing such techniques. With Warm Regards Ronal
From India, Cochin
Acknowledge(0)Amend(0)
From India, Cochin
Acknowledge(0)Amend(0)
Hello everyone,
I am preparing a competency matrix for our employees working in different areas. Could you please help me to prepare the competency matrix that includes skills related to Environment, health & safety?
From India, Guwahati
Acknowledge(0)Amend(0)
I am preparing a competency matrix for our employees working in different areas. Could you please help me to prepare the competency matrix that includes skills related to Environment, health & safety?
From India, Guwahati
Acknowledge(0)Amend(0)
Hi,
First of all, you need to define the desired skills that are required for the execution of work. Then evaluate employees' current skill levels, which are each employee's current capability to execute the work. Finally, match the information to a skills matrix.
You have a lot of resources available online. Refer to them for ideas. However, skill sets related to your field are better known by you alone. If you are unable to prepare on your own, hire a professional consultant who can assist you with the process initially, and thereafter, you can manage it.
From India, Madras
Acknowledge(0)Amend(0)
First of all, you need to define the desired skills that are required for the execution of work. Then evaluate employees' current skill levels, which are each employee's current capability to execute the work. Finally, match the information to a skills matrix.
You have a lot of resources available online. Refer to them for ideas. However, skill sets related to your field are better known by you alone. If you are unable to prepare on your own, hire a professional consultant who can assist you with the process initially, and thereafter, you can manage it.
From India, Madras
Acknowledge(0)Amend(0)Gathering data for an AI comment.... Sending emails to relevant members...
Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Competency mapping-cite hr.xls
Competency mapping to help some HR aspirants.zip
Competency mapping.ppt