A complete information on Competency Mapping Process... Useful for all (hopefully) :)
From India, Bangalore
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482From India, Bangalore
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Dear Mahesh Absolutely Fine i enjoyed and very learnful also. Pls keep posting such a good materials. R DARSHAK MEHTA
From India, Mumbai
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From India, Mumbai
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Dear Mahesh,
This content has been previously shared on CiteHR, posted on 11/10/2008 by member shabz. You can find the link here: https://www.citehr.com/127276-competency-approach.html. The only update made is a modification of graphics, fonts, and the words "Mahesh" on the last slide.
Thank you.
From India, Delhi
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This content has been previously shared on CiteHR, posted on 11/10/2008 by member shabz. You can find the link here: https://www.citehr.com/127276-competency-approach.html. The only update made is a modification of graphics, fonts, and the words "Mahesh" on the last slide.
Thank you.
From India, Delhi
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Mahesh,
Your efforts are really appreciable. It enhanced my knowledge regarding competencies, but I just want to know further regarding the scale to measure competencies. Can you tell me what should be the scale to measure competencies?
From Pakistan, Karachi
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Your efforts are really appreciable. It enhanced my knowledge regarding competencies, but I just want to know further regarding the scale to measure competencies. Can you tell me what should be the scale to measure competencies?
From Pakistan, Karachi
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Dear Mahesh,
I find the presentation to be overly detailed, and at times, there seems to be a lot of confusion in understanding competencies. In my previous job at an MNC, we implemented competency and skill mapping, and a common issue we faced was distinguishing between skills and competencies. In my view, a skill is like a hammer, while competency is knowing "how to use the hammer." Skills can be acquired through simple or rigorous training, whereas developing competencies requires significant grooming. Furthermore, certain competencies may be more prominent at specific times or under certain conditions for an individual, whereas skills tend to remain constant. In my past role, we were required to focus on 11 key competencies.
Thank you.
From India, Rajkot
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I find the presentation to be overly detailed, and at times, there seems to be a lot of confusion in understanding competencies. In my previous job at an MNC, we implemented competency and skill mapping, and a common issue we faced was distinguishing between skills and competencies. In my view, a skill is like a hammer, while competency is knowing "how to use the hammer." Skills can be acquired through simple or rigorous training, whereas developing competencies requires significant grooming. Furthermore, certain competencies may be more prominent at specific times or under certain conditions for an individual, whereas skills tend to remain constant. In my past role, we were required to focus on 11 key competencies.
Thank you.
From India, Rajkot
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Competency mapping.ppt
ART AND SCIENCE OF COMPETENCY MAPPING.doc