Hi all,
Could anybody help me out with a competency dictionary and also how to break down competencies for various levels of employees? For example, if job knowledge is a competency, then it would be different for a level 1 employee (say GM) and different for a level 4 employee (say VP). How do I go about defining the competencies for levels? Can anybody forward some material regarding the same?
Thanks,
Sajita Nair
From India, Mumbai
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Could anybody help me out with a competency dictionary and also how to break down competencies for various levels of employees? For example, if job knowledge is a competency, then it would be different for a level 1 employee (say GM) and different for a level 4 employee (say VP). How do I go about defining the competencies for levels? Can anybody forward some material regarding the same?
Thanks,
Sajita Nair
From India, Mumbai
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Hi,
I need some help with respect to competencies. I have been working on a tool to map competencies in the organization. This is what I have done so far:
Identified the various competencies that should be held by members of the org. Along with the various levels of these competencies required by them. Now I have asked various heads of departments to rank each individual in their departments according to the levels of competencies that they currently have using the tool I had developed.
Using the data given by the heads of departments, I intend to identify gaps in competencies in the organization. Am I on the right track?
Also, what is the difference between competency mapping and profiling?
Help will be greatly appreciated.
Thanks,
Karan
From India, Pune
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I need some help with respect to competencies. I have been working on a tool to map competencies in the organization. This is what I have done so far:
Identified the various competencies that should be held by members of the org. Along with the various levels of these competencies required by them. Now I have asked various heads of departments to rank each individual in their departments according to the levels of competencies that they currently have using the tool I had developed.
Using the data given by the heads of departments, I intend to identify gaps in competencies in the organization. Am I on the right track?
Also, what is the difference between competency mapping and profiling?
Help will be greatly appreciated.
Thanks,
Karan
From India, Pune
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Hey Karan,
Could you share with me whatever you have done for the organization because I feel you are a step ahead of me? You need not mention the organization's or employees' details but only the competencies and various levels. I assure you that it will be kept confidential. It would be of great help if you do so. You could post a reply here or email me at nair.sajita@gmail.com.
Regards,
Sajita Nair
From India, Mumbai
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Could you share with me whatever you have done for the organization because I feel you are a step ahead of me? You need not mention the organization's or employees' details but only the competencies and various levels. I assure you that it will be kept confidential. It would be of great help if you do so. You could post a reply here or email me at nair.sajita@gmail.com.
Regards,
Sajita Nair
From India, Mumbai
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Hi i mailed it to you . It was not getting uploaded here . Its for a youth organisation . Made for members keeping in mind the aims of the organisation. hope it helps cheers
From India, Pune
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From India, Pune
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hey karan thnx for the instant help...will go thru it and get back to you if any further help required thnx a ton :D Sajita
From India, Mumbai
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From India, Mumbai
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Hi Sajita,
Is the problem solved, or do you want to resolve the issue on the company dictionary and understanding the levels? Since it was a late date issue, I am doubtful as to whether you need any help.
I am presently working in the CBM process and have worked for clients like Pepsico, Brakes India, etc. If you need any help, please message me, and I will get back to you.
Dr. Kavita Shanmughan
OD Facilitator
Centre for Excellence in Organization Pvt Ltd. (Consulting firm)
Email: kshanmugha@yahoomail.co.in
From India, Madras
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7Is the problem solved, or do you want to resolve the issue on the company dictionary and understanding the levels? Since it was a late date issue, I am doubtful as to whether you need any help.
I am presently working in the CBM process and have worked for clients like Pepsico, Brakes India, etc. If you need any help, please message me, and I will get back to you.
Dr. Kavita Shanmughan
OD Facilitator
Centre for Excellence in Organization Pvt Ltd. (Consulting firm)
Email: kshanmugha@yahoomail.co.in
From India, Madras
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Dear Dr. Kavita,
I am currently working as an HR Executive with an IT firm having 60 employees. I am interested in doing a competency mapping of the organization. I have gone through many articles regarding competency mapping but unable to get the practical approach. Can you kindly suggest to me the practical approach I should take? I will be highly obliged if you can provide me with a flowchart.
Thanks & Regards,
Parikshit Roy.
From India, Delhi
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I am currently working as an HR Executive with an IT firm having 60 employees. I am interested in doing a competency mapping of the organization. I have gone through many articles regarding competency mapping but unable to get the practical approach. Can you kindly suggest to me the practical approach I should take? I will be highly obliged if you can provide me with a flowchart.
Thanks & Regards,
Parikshit Roy.
From India, Delhi
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In layman's understanding, a Competency Dictionary is a document wherein competencies are defined comprehensively, and indicators are derived from that definition.
For example:
Customer Sensitivity: Understand the customer's needs and ensure customer satisfaction.
Indicators:
1. Understand the explicit needs of the customer.
2. Understand the needs of the customer by probing and seeking feedback.
3. Understand the needs by clarifying his/her understanding in line with the customer's requirements.
4. Ensure personal availability to the customer.
5. Keep in mind the organizational interests to satisfy the customer.
6. Understand the implicit needs of the customer.
7. Look for various alternatives to resolve customer complaints.
8. Assess the pros and cons of the solutions.
9. Choose the best solution to ensure customer satisfaction.
10. Build a climate of customer delight and create a positive organizational image.
This is one form of a competency dictionary. This is a sample of a very simple competency dictionary.
Also, remember that a competency dictionary should highlight the proficiency levels among these indicators.
Hope this example is helpful for you in developing the dictionary.
Regards,
Dr. Kavita Shamughan
From India, Madras
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For example:
Customer Sensitivity: Understand the customer's needs and ensure customer satisfaction.
Indicators:
1. Understand the explicit needs of the customer.
2. Understand the needs of the customer by probing and seeking feedback.
3. Understand the needs by clarifying his/her understanding in line with the customer's requirements.
4. Ensure personal availability to the customer.
5. Keep in mind the organizational interests to satisfy the customer.
6. Understand the implicit needs of the customer.
7. Look for various alternatives to resolve customer complaints.
8. Assess the pros and cons of the solutions.
9. Choose the best solution to ensure customer satisfaction.
10. Build a climate of customer delight and create a positive organizational image.
This is one form of a competency dictionary. This is a sample of a very simple competency dictionary.
Also, remember that a competency dictionary should highlight the proficiency levels among these indicators.
Hope this example is helpful for you in developing the dictionary.
Regards,
Dr. Kavita Shamughan
From India, Madras
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Dear Parikshit,
I can certainly help you in mapping the competency, but there are hundreds of approaches to map the competency. If you refer to the simple flow of competency mapping as per CEO approach, it is:
1. Identify the competency
2. Competency Dictionary
3. Assessment Centre
4. Gap Analysis
5. Development Plan
Regards,
Dr. Kavita Shanmughan
From India, Madras
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I can certainly help you in mapping the competency, but there are hundreds of approaches to map the competency. If you refer to the simple flow of competency mapping as per CEO approach, it is:
1. Identify the competency
2. Competency Dictionary
3. Assessment Centre
4. Gap Analysis
5. Development Plan
Regards,
Dr. Kavita Shanmughan
From India, Madras
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Hi All Am attaching my competency dictionary with levels. The work is still not complete but it will give you an idea on how to proceed.
From India, Mumbai
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From India, Mumbai
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Competency mapping.ppt
ART AND SCIENCE OF COMPETENCY MAPPING.doc