Main Objective – To identify and describe the factors which are critical to the functioning of a particular job \ work so that a match can be established between the skills required to perform a job and actual talent of job holder.
Other objective associated with the competency mapping is –
o To hire right kind of people for right job by establishing standards.
o To identify the training and development needs of individual or organization.
o To do job evaluation & formulation of appropriate incentive plans.
From India , Chandigarh
Competency Mapping -
a. Defining the factors of Succes in works & work role within the organisation.
b. Assessing the current performance and future development need of staff holding jobs and roles.
c. Mapping one after another possibiliites for employees within the organisation.
d. Assigning comensation grades and levels to particulars jobs and roles.
e. Selecting applicants for open positions using ability based on inter viewing techniques.
From India , Mumbai
§ Support the business strategy
§ Be future focused
§ Help in converting abstract concepts / ideas into observable behaviors
ADVANTAGES OF THE INITIATIVE
It is expected / envisaged that through this novel concept, the organization would benefit in following ways:
§ The training needs and development plan derived from competency gap analysis (as detailed in the methodology) will be focused towards enhancement of managerial effectiveness of leading and developing people, besides team effectiveness for bettering performance
§ High performing and engaged employees with clearly defined career paths will drive excellence in organizational performance in meeting objectives of the consulting assignments, resulting in increased confidence of clientele in the firm and thus enabling the adherence to business/ growth plans
§ Overall transparent & aligned HR practices for employee development & career growth will help in retaining staff in the organization which is a key issue today
§ Creation of brand company name through this initiative, is expected to have an edge over its competitors and attract confidence of the clients for providing quality service through highly committed, competent and motivated staff
§ This is also likely to help in performance evaluation and designing of suitable compensation for the staff.
From India , Gurgaon
Dear please find below perfomance management system
Performance AppraisalName of Employee: ..ID No: .Department: .Joining Date: .Designation: Evaluation for the Duration of: Evaluator's Name: Designation: .Present salary: Using the following rating grades please evaluate the employee on the dimensions below (please tick the right choice)1. Grading:Very good=4Good=3Average=2Below Averag=1Excellent=5Grade PointsSl. No.Particulars5432101Job Knowledge02Attitude to work03Attitude to colleagues04Commitment05Ability to learn06Ability to work07Ability to work under pressure08Ability to communicate09Acceptance and constructive use of criticism10Creativity11Dependability12Initiative and drive13Keenness14Promtness15Maturity16Personality17Presentability18Responsibility19Resourcefulness20Overall performanceCalculation of Aggregate Grade:=(5xT5)+(4xT4)+(3xT3)+(2xT2)+(1xT1)Calculation here:T5+T4+T3+T2+T1Where T5 is the total number of ticks in column5 T4 is the total number of ticks in column4 T3 is the total number of ticks in column 3T2 is the total number of ticks in column 3T1 is the total number of ticks in column 32. Responsibilities about leave enjoyment:YesNoa. If S/he her/his duty station before approval of leavesb. If he joined in due time after availing the leave dayc. Timely attendance in the officed. If absenting without prior approval3. Please mention if S/he involved in any financial irregulaties Please comment further if required on the employees strength and weakness and general career potential as evinced through the overall the duration.4. 1)Employee's strong points of job performance4.2). Employee's weak points of job performancea) ..a) ..b) .b) .c) ..c) ..5. What kind of training/improvement is needed for the employee?a) .b) .c) .6.Tick mark on detailed performance appraisal by the appraiserExecellentVery GoodGoodAveragePoor7. Recommendation (any one)a) Promotion & Salary Increament b) Salary Increament c) Others(mention) Signature .Date ..8. Final Decision of the Executive Director:SignatureDate
From India , Mumbai
1. emotional intelligence or emotional quotient (EQ)
2. strengths of the individual in areas like team structure, leadership, and decision- making
organisation may also use competency mapping to analyze the combination of strengths in different workers to produce the most effective teams and the highest quality work.Competency mapping can also be done for contract or freelance workers, or for those seeking employment to emphasize the specific skills which would make them valuable to a potential employer. These kinds of skills can be determined, when one is ready to do the work, by using numerous books on the subject.
i hope this will make enough clarification for you. plz feel free if u have any querry :)
From India , Jalandhar
Competency framework can be developed based on the vision, mission, expectations and requirements of your company. You should carry out job analysis in addition to explore your boss expectations in order to figure out all competencies each position should have. Each competency should have several levels.
Then you conduct assessment center to map each person to appropriate level of competencies required for his/her position.
From Vietnam , Hanoi
alo forward the Compentency Mapping template, just to
understand better.....thank you - YusRa:)
Mr Badri.....Oops sorry , being Junior Member and all, I forgotten to
state my email ID, can you direct the template to .
From Malaysia , Kuala Lumpur
It provides the framework for individual training and development, career planning and training needs analysis.
A Competency is the ingredients (skills, knowledge, attributes and behaviors) that contribute to excellence.
Competency mapping identifies an individuals strengths and weaknesses in order to help them better understand themselves and to show them where career development efforts need to be directed.
It is a process of identifying key competencies for an organization and/or a job and incorporating those competencies throughout the various processes (i.e. job evaluation, training, recruitment) of the organization.
Cognitive competences -strategically knowledge of the field, knowledge of sub-domains
Functional competences - technical design, programming, development of standards, server setup and maintenance, system tests, evaluations, dissemination
Personal competences - creativity, originality, flexibility
Ethical competences - commitment to the project mission, empathy
Trans/meta competences- communication, writing, planning, collaboration, learning to learn.
From India , Mumbai