Thread Started by #featherfeel

can any1 gv me a detailed structure of COMPETENCY MAPPING...........help me as soon as possble my dear grt minds......:icon4:
22nd March 2009 From India , Madras
OBJECTIVES OF COMPETENCY MAPPING:

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.
Regards
parveen Sharma
23rd March 2009 From India , Chandigarh
Hi ,
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.
Regards,
Kala Gopal
24th March 2009 From India , Mumbai
It is expected that competency model (behavioral), would help the organization in following ways:
§ 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.
24th March 2009 From India , Gurgaon
Hi

Any one if have kindly send

1) Competency based assessment sheet ,
2) CB Matrix ,
3) List of competency ,
4) Competency wised questioner .
5) Questions for Funneling process.
Regards
Rajkumar
Bangalore
Help will be appreciated

25th March 2009 From India , Mumbai
Here is a presentation which may be useful. Thanks krishnan
26th March 2009 From India , Mumbai

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File Type: pps compentency_mapping.pps (667.0 KB, 913 views)

Hi friends Iam working in a company which is 3yrs old we have not adapted any apprisal system as on date, can anyone help me with the appriasal system for my company Thanks Suji
26th March 2009 From India , Hyderabad
It's nice one information provided

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
26th March 2009 From India , Mumbai
Hai,I am Abraham. Can you give the idea regarding Inspector of Factories records and Forms.
27th March 2009 From India , Madras
Competency mapping is a process through which one assesses and determines one’s strengths as an individual worker and in some cases, as part of an organization. It generally examines two areas:
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 :)
Regards..
SURJEET KAUR
27th March 2009 From India , Jalandhar
I suppose that you must have competency framework before carrying out mapping.
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.
Rgd,
Smallthornz
27th March 2009 From Vietnam , Hanoi
Hi every one.... Can some one help me on Talent Management.How it works in Consultancy????????
29th March 2009 From India , Delhi
Hello Mr Badri - I would be most grateful if you can
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 .
thanks again
Yus Ra:lol:
1st April 2009 From Malaysia , Kuala Lumpur
žIdentifying competencies is the basis for HR planning.
žIt provides the framework for individual training and development, career planning and training needs analysis.
žA Competency is the ingredients (skills, knowledge, attributes and behaviors) that contribute to excellence.

žCompetency mapping identifies an individual’s strengths and weaknesses in order to help them better understand themselves and to show them where career development efforts need to be directed.

žIt 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.

types:

žCognitive competences -strategically knowledge of the field, knowledge of sub-domains
žFunctional competences - technical design, programming, development of standards, server setup and maintenance, system tests, evaluations, dissemination
žPersonal competences - creativity, originality, flexibility
žEthical competences - commitment to the project mission, empathy
žTrans/meta competences- communication, writing, planning, collaboration, learning to learn.




1st April 2009 From India , Mumbai
Dear Sir,
I do not know the exact concept of competency mapping.
as I am working at Nashik and wanted to implement it in my organisation.
so please send an attachment consists full concept of competency mapping.
Thanks and Regards,
(S.P.Jadhav.)
9th April 2009 From India , Pune
hey buddy i have sent one questionnaire just check out..
4th March 2010 From India ,

Attached Files
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File Type: doc questionnaire for competency mapping.doc (173.5 KB, 221 views)

May I quickly suggest an excellent source:
Competency Matrix
3rd August 2011 From India , Pune
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