Hi all,
Dear Friends,
I am Naveen Charm. I am working in the Manufacturing Industry in Pune as an Assistant Manager HR. I have implemented the Competency Mapping procedure in my company, which I am sharing with all of you. I am attaching a file of my presentation. Surely, it will be helpful for all of you.
Thanks,
Naveen Charm
From India, Delhi
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1Dear Friends,
I am Naveen Charm. I am working in the Manufacturing Industry in Pune as an Assistant Manager HR. I have implemented the Competency Mapping procedure in my company, which I am sharing with all of you. I am attaching a file of my presentation. Surely, it will be helpful for all of you.
Thanks,
Naveen Charm
From India, Delhi
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Dear Naveen,
Your PowerPoint presentation looks quite flamboyant. You may have made a good impression on the top management by presenting this. Sometime back, an old man who was a teacher in HR commented, "an Executive is someone who talks in such a language/manner only Executives can understand....".
Going by that definition, I am sure you will very quickly rise to executive level. This is the problem with all MBAs and IIM graduates too.
You have explained "what is competency mapping", but you did not explain "how it is done"... this is my observation. For instance, two friends were discussing how to reach Delhi in Hyderabad. A asked the question, "how do we reach Delhi?" B replies, "either by Air or by Train."
But there can be many more "hows" after that "preliminary how". If you go by Air, "how do you go by Air?" If you go by Train, "how do you go by train?"
In one visual, there is a heading called "Competency assessment". Under the heading, it is written "following methods are used" - Assessment/development Centre, 360-degree Feedback, Role plays, Case study etc. Of all these methods, specifically which method have you used? How was it used?
That is not mentioned. If Competency is "individual specific", what would be the impact of personnel leaving the organization on competency mapping? How often is competency mapping done, keeping in view that every year many existing employees leave the organization and outsiders join the organization? What is the resultant impact of this turnover on competency mapping? What is its relationship with performance appraisal? Which department under HR hierarchy uses this tool? What is the purpose of competency mapping, and how does it contribute to the bottom line of organizations?
I feel many HR professionals beat around the bush on this subject without understanding the basic concept with clarity.
Thanks and regards,
Chandrasekhar
From India, Hyderabad
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Your PowerPoint presentation looks quite flamboyant. You may have made a good impression on the top management by presenting this. Sometime back, an old man who was a teacher in HR commented, "an Executive is someone who talks in such a language/manner only Executives can understand....".
Going by that definition, I am sure you will very quickly rise to executive level. This is the problem with all MBAs and IIM graduates too.
You have explained "what is competency mapping", but you did not explain "how it is done"... this is my observation. For instance, two friends were discussing how to reach Delhi in Hyderabad. A asked the question, "how do we reach Delhi?" B replies, "either by Air or by Train."
But there can be many more "hows" after that "preliminary how". If you go by Air, "how do you go by Air?" If you go by Train, "how do you go by train?"
In one visual, there is a heading called "Competency assessment". Under the heading, it is written "following methods are used" - Assessment/development Centre, 360-degree Feedback, Role plays, Case study etc. Of all these methods, specifically which method have you used? How was it used?
That is not mentioned. If Competency is "individual specific", what would be the impact of personnel leaving the organization on competency mapping? How often is competency mapping done, keeping in view that every year many existing employees leave the organization and outsiders join the organization? What is the resultant impact of this turnover on competency mapping? What is its relationship with performance appraisal? Which department under HR hierarchy uses this tool? What is the purpose of competency mapping, and how does it contribute to the bottom line of organizations?
I feel many HR professionals beat around the bush on this subject without understanding the basic concept with clarity.
Thanks and regards,
Chandrasekhar
From India, Hyderabad
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Hi Guys,
I want to learn more about Competency Mapping in HR. Chandrashekar, I think you wrote a good review for Naveen's presentation. Can you suggest some readings, materials, articles, or case studies on this topic if you know any?
Rgds,
Anjali
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I want to learn more about Competency Mapping in HR. Chandrashekar, I think you wrote a good review for Naveen's presentation. Can you suggest some readings, materials, articles, or case studies on this topic if you know any?
Rgds,
Anjali
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Competency mapping-cite hr.xls
Competency mapping.ppt
Innovative HR Practices-.doc