Thread Started by #chandravasu12@gmail.com

Hi , Can anyone help me out with profiling and competency mapping in organizations. Is there a format for competency mapping that can be used... Thanks in advance
22nd August 2008 From India , Gurgaon
Hi,
we're doing this at our company too. We've just finished with the first step, ie, finalizing a list of competencies needed in all job roles. We've divided roles into functional, technical and behavioral. This first step itself has taken about a month to finalise in a small organization like ours. so suggest you to begin this first step before anything else.
The next step is to make a role vs competency matrix, which he haven't begun yet, but things will not be as diff as taking the first step :)
29th August 2008 From India , Pune
According to me all this profile mapping and the new stuff is weird. By instinct you know what people are capable of if you maintain proper relations with them. interpersonal skills can be a substitute for this mapping. When you follow a system and try to fit in humans into rigid racks you will be making the biggest mistake. people are not the same everyday. if a person took and intelligence test on monday and got only 85 the same person may get 300 on thursday. what is required is the opportunity to people to express themselves. That I call the 'ant's policy.
The lousy manager,
Ravi
2nd September 2008 From India , Thiruvananthapuram
There is a great deal of information about the development of competencies using repertory grid (from Kelly's Theory of Personal Constructs) at the Enquire Within web site (a Google search will turn it up) that might be useful to you. In particular there is an article about developing a set of competencies that match the organisation's strategic direction in a consulting environment entitled Organizational Culture, Competencies and Repertory Grid.
30th August 2010 From New Zealand , Nelson
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