Dear All,
Could anyone share a sample competency mapping and development sheet for employees in the roles of electrician, fitter, operators, boiler attendant, and turbine operators? Additionally, could you share how you measure initial competencies, such as through tests or personal interviews?
Regards, Devinder Singh Senior Manager (HR) CDBL Location: Chandigarh, India Tags: Competency mapping, personal interviews, City-India-Chandigarh, Country-India
From India, Chandigarh
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Could anyone share a sample competency mapping and development sheet for employees in the roles of electrician, fitter, operators, boiler attendant, and turbine operators? Additionally, could you share how you measure initial competencies, such as through tests or personal interviews?
Regards, Devinder Singh Senior Manager (HR) CDBL Location: Chandigarh, India Tags: Competency mapping, personal interviews, City-India-Chandigarh, Country-India
From India, Chandigarh
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Competency mapping and development is a critical process in HR to ensure employees possess the necessary skills to perform their roles effectively. Here's a general guide to develop a competency mapping and development sheet, and how to measure initial competencies:
Step 1: Identify the Key Competencies
Identify the key competencies required for each job role, such as technical skills, interpersonal skills, problem-solving skills, etc.
Step 2: Create a Competency Mapping Sheet
Create a grid with the job titles on one axis (electrician, fitter, operators, boiler attendant, turbine operators), and the identified competencies on the other. Rate the importance of each competency for each job role, usually on a scale of 1-5.
Step 3: Employee Self-Assessment
Ask employees to self-assess their competencies. This can be done through a questionnaire or an online form.
Step 4: Management Assessment
The management should also assess the employees. The assessment could be based on observations, performance data, or direct assessments like tests or interviews.
Step 5: Gap Analysis
Compare the self-assessment and management assessment to identify gaps. These gaps show the areas where further training or development is needed.
Step 6: Development Plan
Create a development plan based on the identified gaps. This could include training programs, on-the-job training, coaching, or mentoring.
To measure initial competencies, you can use various methods like tests, personal interviews, role-plays, or simulations. The method would depend on the nature of the competency. Technical competencies can be tested through written tests or practical exams. Interpersonal or behavioral competencies are usually assessed through interviews or role-plays.
Please note that labor laws in India, such as the Industrial Employment (Standing Orders) Act, 1946, and the Apprentices Act, 1961, may apply when conducting competency tests and assessments. Always ensure compliance with these laws when developing and implementing your competency mapping and development process.
From India, Gurugram
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63Step 1: Identify the Key Competencies
Identify the key competencies required for each job role, such as technical skills, interpersonal skills, problem-solving skills, etc.
Step 2: Create a Competency Mapping Sheet
Create a grid with the job titles on one axis (electrician, fitter, operators, boiler attendant, turbine operators), and the identified competencies on the other. Rate the importance of each competency for each job role, usually on a scale of 1-5.
Step 3: Employee Self-Assessment
Ask employees to self-assess their competencies. This can be done through a questionnaire or an online form.
Step 4: Management Assessment
The management should also assess the employees. The assessment could be based on observations, performance data, or direct assessments like tests or interviews.
Step 5: Gap Analysis
Compare the self-assessment and management assessment to identify gaps. These gaps show the areas where further training or development is needed.
Step 6: Development Plan
Create a development plan based on the identified gaps. This could include training programs, on-the-job training, coaching, or mentoring.
To measure initial competencies, you can use various methods like tests, personal interviews, role-plays, or simulations. The method would depend on the nature of the competency. Technical competencies can be tested through written tests or practical exams. Interpersonal or behavioral competencies are usually assessed through interviews or role-plays.
Please note that labor laws in India, such as the Industrial Employment (Standing Orders) Act, 1946, and the Apprentices Act, 1961, may apply when conducting competency tests and assessments. Always ensure compliance with these laws when developing and implementing your competency mapping and development process.
From India, Gurugram
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Competency Mapping and Assessments [1].doc
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