Hello all!
I am new to this community and I am hoping to get some guidance from other HR professionals. I am restructuring my company's current performance review process. Our current reviews consist of a rating scale (outstanding, excellent, good, etc.) and rate skills such as job knowledge, organization and planning, dependability, interpersonal skills, communication, etc. I would like to create an appraisal system based more on job competencies versus just skills. I am wondering if any of you have experience in this and could provide guidance on how to go about this type of project. I have been reading books and have a pretty good idea of what needs to be done but getting this started and figuring out what I should do first is a bit difficult.
Can anyone provide any guidance? Please feel free to send me a private message as well. Thank you all in advance.
MD
From United States, Grand Rapids
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I am new to this community and I am hoping to get some guidance from other HR professionals. I am restructuring my company's current performance review process. Our current reviews consist of a rating scale (outstanding, excellent, good, etc.) and rate skills such as job knowledge, organization and planning, dependability, interpersonal skills, communication, etc. I would like to create an appraisal system based more on job competencies versus just skills. I am wondering if any of you have experience in this and could provide guidance on how to go about this type of project. I have been reading books and have a pretty good idea of what needs to be done but getting this started and figuring out what I should do first is a bit difficult.
Can anyone provide any guidance? Please feel free to send me a private message as well. Thank you all in advance.
MD
From United States, Grand Rapids
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HI VINEET HERE. I NEED SOME HELP IN APPRAISAL BASED ON COMPETENCIES . PLS HELP IN THAT REGARDS VINEET MUMBAI
From India, Mumbai
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From India, Mumbai
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Hi MD,
I saw your question but found it unanswered. Thought that I'll share my experience.
When you want to appraise or review a person based on their competency, first, we need to look at the following points:
- What is the competency level/skill sets required for performing a particular job.
- Look at whether the person who does that job has all those skills or not.
You can gauge a person's skill/competency by following methods:
1. Ask his/her immediate supervisor to evaluate his work performance, where his strengths are, where he needs to improve.
2. Don't go for forms where they will encircle or tick a few parameters and leave. It will be biased.
3. Have as many personal review sessions as possible, allowing the reviewee to talk.
4. If this is followed, by the end of the day, you find the competencies that the person possesses.
Match his performance/competency to the existing standard (which is expected of him). If it matches, he is an outstanding or good performer. If it does not, he must be a poor or slow learner.
Hope this gives you some insight into what you wanted to know.
Thanks,
Annu
From India, Bangalore
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7I saw your question but found it unanswered. Thought that I'll share my experience.
When you want to appraise or review a person based on their competency, first, we need to look at the following points:
- What is the competency level/skill sets required for performing a particular job.
- Look at whether the person who does that job has all those skills or not.
You can gauge a person's skill/competency by following methods:
1. Ask his/her immediate supervisor to evaluate his work performance, where his strengths are, where he needs to improve.
2. Don't go for forms where they will encircle or tick a few parameters and leave. It will be biased.
3. Have as many personal review sessions as possible, allowing the reviewee to talk.
4. If this is followed, by the end of the day, you find the competencies that the person possesses.
Match his performance/competency to the existing standard (which is expected of him). If it matches, he is an outstanding or good performer. If it does not, he must be a poor or slow learner.
Hope this gives you some insight into what you wanted to know.
Thanks,
Annu
From India, Bangalore
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Hi,
Competency-based PMS follows these practices generally:
1. Identify competencies.
2. Translate them into measurable behaviors.
3. Assess the competencies.
4. Use the critical incident method as well for the same.
Competencies for various roles and levels are to be clearly defined. Behavioral translations - the various scales are to be differentiated precisely. For example, good, average, poor, etc. - what behavior traits determine what rating, etc.?
Competencies and KRAs - what is the weightage for both, while computing the overall performance?
I tried to give some insight, and hope this will be useful.
Regards,
Rajesh B
Valuelanes
Bangalore
9845841000
From India, Bangalore
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Competency-based PMS follows these practices generally:
1. Identify competencies.
2. Translate them into measurable behaviors.
3. Assess the competencies.
4. Use the critical incident method as well for the same.
Competencies for various roles and levels are to be clearly defined. Behavioral translations - the various scales are to be differentiated precisely. For example, good, average, poor, etc. - what behavior traits determine what rating, etc.?
Competencies and KRAs - what is the weightage for both, while computing the overall performance?
I tried to give some insight, and hope this will be useful.
Regards,
Rajesh B
Valuelanes
Bangalore
9845841000
From India, Bangalore
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This is an extract from the small project that I roughly drafted for a friend of mine. Maybe it will help you too.
What will Competency Mapping achieve?
It will help in recruiting the right person for the job/role.
It will help in conducting gap analysis and developing training programs to address the gaps.
It will assist in promotions and succession planning.
How did I Implement it in our organization?
Step 1
I began by conducting a job analysis, asking incumbents to complete a Position Information Questionnaire (PIQ).
Step 2
Using the results of the job analysis, I developed a competency-based job description by carefully analyzing input from the represented group of incumbents and converting it into standard competencies.
Notes for preparing Job Description
During the preparation of the competency-based job description, aim to be as objective as possible and always consider that individuals will be evaluated based on their performance compared to their job descriptions. Therefore, each measure should be quantifiable.
Step 3
With the competency-based job description, I created the assessment sheet for performance evaluation. These evaluations were more objective compared to the previous system and reduced the chances of inaccurate evaluations.
Notes for preparing Assessment Sheet
When preparing the assessment sheet, heavily reference the job description itself to provide a more objective assessment of the work performed.
Select a rating scale that is easily acceptable within your organization.
Step 4
Conduct the actual evaluation based on the assessment sheet prepared.
From India, Ahmadabad
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What will Competency Mapping achieve?
It will help in recruiting the right person for the job/role.
It will help in conducting gap analysis and developing training programs to address the gaps.
It will assist in promotions and succession planning.
How did I Implement it in our organization?
Step 1
I began by conducting a job analysis, asking incumbents to complete a Position Information Questionnaire (PIQ).
Step 2
Using the results of the job analysis, I developed a competency-based job description by carefully analyzing input from the represented group of incumbents and converting it into standard competencies.
Notes for preparing Job Description
During the preparation of the competency-based job description, aim to be as objective as possible and always consider that individuals will be evaluated based on their performance compared to their job descriptions. Therefore, each measure should be quantifiable.
Step 3
With the competency-based job description, I created the assessment sheet for performance evaluation. These evaluations were more objective compared to the previous system and reduced the chances of inaccurate evaluations.
Notes for preparing Assessment Sheet
When preparing the assessment sheet, heavily reference the job description itself to provide a more objective assessment of the work performed.
Select a rating scale that is easily acceptable within your organization.
Step 4
Conduct the actual evaluation based on the assessment sheet prepared.
From India, Ahmadabad
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Very helpful, Ajmal. How did you come up with the questions that you used during the job analysis part? That is the only portion I'm stuck on. How should I go about conducting the job analysis?
MD
From United States, Grand Rapids
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MD
From United States, Grand Rapids
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Documenting competencies is not an easy task in itself. Wish you luck! How to asses them also requires skill. You will need to consider how to train managers in the assessment of competencies too.
From Australia, Ballarat
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From Australia, Ballarat
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Hi MD,
If you could provide the type of industry you are working in, maybe I can give you more accurate information about the PIQ. However, here are some suggestions:
1. Ask questions that can be quantified, such as "How many items do you produce in a day?" or "How many calls do you make in a day?"
Though it is not possible to quantify everything, try to keep subjective matters to a minimum.
Please let me know if you need further clarification or assistance.
From India, Ahmadabad
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If you could provide the type of industry you are working in, maybe I can give you more accurate information about the PIQ. However, here are some suggestions:
1. Ask questions that can be quantified, such as "How many items do you produce in a day?" or "How many calls do you make in a day?"
Though it is not possible to quantify everything, try to keep subjective matters to a minimum.
Please let me know if you need further clarification or assistance.
From India, Ahmadabad
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Dear All,
I would like to know first of all the process of competency mapping, without which it is not possible to assess the competency-based performance. If you have information regarding the competency mapping process, please send it to me.
Regards,
Prasant Parlikar
"Life is a continuous journey with only one destination, i.e. death."
From India, Mundra
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I would like to know first of all the process of competency mapping, without which it is not possible to assess the competency-based performance. If you have information regarding the competency mapping process, please send it to me.
Regards,
Prasant Parlikar
"Life is a continuous journey with only one destination, i.e. death."
From India, Mundra
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Hi Prashant,
Try this link. It gives the basic steps needed to conduct competency mapping. In case you need further clarifications, we would be glad to answer.
Link: https://www.citehr.com/2-vt2591.html?start=5
From India, Ahmadabad
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Try this link. It gives the basic steps needed to conduct competency mapping. In case you need further clarifications, we would be glad to answer.
Link: https://www.citehr.com/2-vt2591.html?start=5
From India, Ahmadabad
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Ajmal,
Regarding jobs, titles, and departments, I will be writing competencies for various positions such as Managers (Parts Department, Education Department, Sales Department), Accounting personnel, HR personnel, and Field Service Representatives. The Field Service Representatives are responsible for maintaining and installing industrial machines that we distribute and sell. Additionally, we have Sales personnel in our company.
Our company specializes in selling machines used in the woodworking industry.
MD
From United States, Grand Rapids
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Regarding jobs, titles, and departments, I will be writing competencies for various positions such as Managers (Parts Department, Education Department, Sales Department), Accounting personnel, HR personnel, and Field Service Representatives. The Field Service Representatives are responsible for maintaining and installing industrial machines that we distribute and sell. Additionally, we have Sales personnel in our company.
Our company specializes in selling machines used in the woodworking industry.
MD
From United States, Grand Rapids
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Dear Ajmal,
Thank you for your reply. The basic information I have, what I would like to know is the process of competency mapping. It should be in-depth with practical examples.
If you can help me with this, it would be really beneficial.
I am looking forward to your reply.
Thanks,
Regards,
Prashant
From India, Mundra
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Thank you for your reply. The basic information I have, what I would like to know is the process of competency mapping. It should be in-depth with practical examples.
If you can help me with this, it would be really beneficial.
I am looking forward to your reply.
Thanks,
Regards,
Prashant
From India, Mundra
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Hi Rajesh!
I read your answer and as I'm new in this human resources affair, I ask you, what exactly is the "critical incident method"? I have already read this expression before, but I didn't quite understand its meaning...
Thank you, Isabel
From Portugal, Lisbon
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I read your answer and as I'm new in this human resources affair, I ask you, what exactly is the "critical incident method"? I have already read this expression before, but I didn't quite understand its meaning...
Thank you, Isabel
From Portugal, Lisbon
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Hi Reema
This is sharmistha. Got ur e-mail id from cite hr. well I saw that u do competency testing……I have to prepare this competency model for my company so I need the basic competencies that r require in an IT professional. Can u pls send me a list of Basic, Functional and Behavioral competencies in an IT professional and a competency model structure if u have any for any of the levels. The levels I am working on are: Associate Consultant, Consultant, Senior Consultant and Manager.
Will be very thankful to u if u can help me out on this. I am doing my summer project with this company so my entire impression depends on this work of mine.
From India, Khopoli
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This is sharmistha. Got ur e-mail id from cite hr. well I saw that u do competency testing……I have to prepare this competency model for my company so I need the basic competencies that r require in an IT professional. Can u pls send me a list of Basic, Functional and Behavioral competencies in an IT professional and a competency model structure if u have any for any of the levels. The levels I am working on are: Associate Consultant, Consultant, Senior Consultant and Manager.
Will be very thankful to u if u can help me out on this. I am doing my summer project with this company so my entire impression depends on this work of mine.
From India, Khopoli
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Competency mapping-cite hr.xls
Competency mapping.ppt
ART AND SCIENCE OF COMPETENCY MAPPING.doc