Dear All, My company is planning to go for competency Mapping and i am assigned to make a mannual for the same. Can anyone suggest an ideal competency Mapping Chart. Regards Srishti
From India, Bangalore
Acknowledge(0)
Amend(0)
12From India, Bangalore
Acknowledge(0)Amend(0)
Dear All,
My company is planning to go for competency mapping, and I am assigned to make a manual for the same. Can anyone suggest an ideal competency mapping chart?
Regards,
Srishti
Hello Srishti,
In response to your query, here are some suggestions to guide you in your task:
1. Competency titles
2. Definitions of those titles
- Generic Competencies: Competencies considered essential for all employees regardless of their function or level include communication, initiative, listening, etc.
- Managerial Competencies: Essential for employees with managerial or supervisory responsibility in any functional area, including directors and senior posts.
3. Key Behavior Indicators Technical/Functional: Specific competencies essential to perform any job in the organization within a defined technical or functional area of work (e.g., Human Resources, Engineering, etc.).
Job Analysis leads to long lists of tasks and the skills/knowledge required to perform each of those tasks. Data generation from subject matter experts and job incumbents leads to effective performance.
Steps in Model Building:
- Background information about the organization
- Decide on the Occupation/Job Position(s) that require competency model(s)
- Discuss the application of the competency model
- Select a data collection method and plan the approach
- Organize collected data
- Identify main themes or patterns
- Build the model by defining specific behavior indicators
- Review the model
Critical incident technique - interviewing top performers:
Incidents that lead to effective/ineffective performance, specific behaviors, listing behaviors, listing competencies.
Designing the Questionnaire Continued:
- Relationship
- Organization Structure
- Empowerment of the position
- Challenges in the job
- Changes expected in technology, product, process, etc., in the next 2-3 years
- Budget and Controls
- Investment Plan
Finalizing Core Competencies for:
- Front Line Management
- Middle Management
- Senior Management/Top Management
The above suggestions have been taken from a PowerPoint presentation posted on citehr.com.
Best Regards,
Gourisankar S
Asst Prof HR OB
ICFAI SAMBALPUR
Email: gourisankarrao@yahoo.com, prof.gouri@gmail.com
Mobile: +91 9437527515
From India, Pune
Acknowledge(0)Amend(0)
My company is planning to go for competency mapping, and I am assigned to make a manual for the same. Can anyone suggest an ideal competency mapping chart?
Regards,
Srishti
Hello Srishti,
In response to your query, here are some suggestions to guide you in your task:
1. Competency titles
2. Definitions of those titles
- Generic Competencies: Competencies considered essential for all employees regardless of their function or level include communication, initiative, listening, etc.
- Managerial Competencies: Essential for employees with managerial or supervisory responsibility in any functional area, including directors and senior posts.
3. Key Behavior Indicators Technical/Functional: Specific competencies essential to perform any job in the organization within a defined technical or functional area of work (e.g., Human Resources, Engineering, etc.).
Job Analysis leads to long lists of tasks and the skills/knowledge required to perform each of those tasks. Data generation from subject matter experts and job incumbents leads to effective performance.
Steps in Model Building:
- Background information about the organization
- Decide on the Occupation/Job Position(s) that require competency model(s)
- Discuss the application of the competency model
- Select a data collection method and plan the approach
- Organize collected data
- Identify main themes or patterns
- Build the model by defining specific behavior indicators
- Review the model
Critical incident technique - interviewing top performers:
Incidents that lead to effective/ineffective performance, specific behaviors, listing behaviors, listing competencies.
Designing the Questionnaire Continued:
- Relationship
- Organization Structure
- Empowerment of the position
- Challenges in the job
- Changes expected in technology, product, process, etc., in the next 2-3 years
- Budget and Controls
- Investment Plan
Finalizing Core Competencies for:
- Front Line Management
- Middle Management
- Senior Management/Top Management
The above suggestions have been taken from a PowerPoint presentation posted on citehr.com.
Best Regards,
Gourisankar S
Asst Prof HR OB
ICFAI SAMBALPUR
Email: gourisankarrao@yahoo.com, prof.gouri@gmail.com
Mobile: +91 9437527515
From India, Pune
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Sunrise model for competency mapping.pdf
Detailed-Compet encies-of-Globa l-Competency-Mo del.doc
Competency-iceb erg-model.pptx