Dear all,
Thanks for your information. Actually, I would like to know how far competency is more effective in a practical situation. Is there any specific way to map out the competencies? How are the competencies measured?
Thank you.
From India, Delhi
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Thanks for your information. Actually, I would like to know how far competency is more effective in a practical situation. Is there any specific way to map out the competencies? How are the competencies measured?
Thank you.
From India, Delhi
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Hi Chakri,
In my opinion, let's take one simple situation. You are a manager who is working on a particular project. Your obvious aim is to: 1. deliver on time, 2. Keeping the quality standard, and 3. Lowering the cost or winning the cost competition.
Who will you employ then? Possibly a person who 'probably can' do the job for you. Suppose you are working on an offshore project that requires knowledge of some specialized skill, say CRM or Siebel. Now, logically you will think about 'those' skills that may 'possibly tend' to success (i.e., completion of the project) - which your employees must have - that's competency. (In this case, probably a person who has done BE/worked on several projects of a similar kind and gained experience to be able to do this project, etc.)
If you employ a heart specialist or a poet for this, I can guarantee you can never achieve success in a project that will require skillsets of core IT (agree?). That 'specific set' of qualities are the 'competencies' for that particular task.
It's not necessary that even after deploying the best brains you get success - similarly, just having competency does not automatically mean effectiveness.
A lot of other parameters decide effectiveness, in which management attitude, job attribute, compensation, QWL (and many other factors) play a major role.
About mapping - again, it will depend on 'what' competencies you are trying to map? The most important aspects are - against which standard? and 2. What is your end result? (i.e., what will you do with it if you could actually measure it).
In my opinion, some competencies can never be measured. Others need specialized knowledge. Still, others are easy to map by (probably) a questionnaire!
Please reply if now I could it answer now.
From India, Pune
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5In my opinion, let's take one simple situation. You are a manager who is working on a particular project. Your obvious aim is to: 1. deliver on time, 2. Keeping the quality standard, and 3. Lowering the cost or winning the cost competition.
Who will you employ then? Possibly a person who 'probably can' do the job for you. Suppose you are working on an offshore project that requires knowledge of some specialized skill, say CRM or Siebel. Now, logically you will think about 'those' skills that may 'possibly tend' to success (i.e., completion of the project) - which your employees must have - that's competency. (In this case, probably a person who has done BE/worked on several projects of a similar kind and gained experience to be able to do this project, etc.)
If you employ a heart specialist or a poet for this, I can guarantee you can never achieve success in a project that will require skillsets of core IT (agree?). That 'specific set' of qualities are the 'competencies' for that particular task.
It's not necessary that even after deploying the best brains you get success - similarly, just having competency does not automatically mean effectiveness.
A lot of other parameters decide effectiveness, in which management attitude, job attribute, compensation, QWL (and many other factors) play a major role.
About mapping - again, it will depend on 'what' competencies you are trying to map? The most important aspects are - against which standard? and 2. What is your end result? (i.e., what will you do with it if you could actually measure it).
In my opinion, some competencies can never be measured. Others need specialized knowledge. Still, others are easy to map by (probably) a questionnaire!
Please reply if now I could it answer now.
From India, Pune
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Competency measurement matrix.xls
Competency mapping.ppt