can i know how to implement competency martix......... plz do help its urgent......or any format of competency martix...........
7th November 2008 From India , Mangaluru
Hi attached herewith Comp. Matrix could help you. AK Singh HR- Manger BAL
12th November 2008 From India , Pune

Attached Files
Membership is required for download. Create An Account First
File Type: ppt Competency_makes sense PPT.ppt (198.0 KB, 1792 views)

:lol: Dear AK Shing
thanks for helping...............
would like to introduce about me........
My Name is Yohan
Presently working with Automoblie Industry with Bharath Auto Cars-Mangalore we are official dealers for Maruti Suzuki and i m working as HR, i m looking after overall HR-activities............i have 200 employees...............
Thank u sir
be in touch
thanks and regards
Yohan Mandha
HR
Bharath Auto Cars Pvt Ltd
Maruti Suzuki India Ltd
9900414406
9886649130
13th November 2008 From India , Mangaluru
Thanx. This PPt is very good........ could be made more comprehensive by suggesting the appropriate psychometric tests.
13th November 2008 From India , Mumbai
There are some good assessment instruments I have used effectively for competency mapping with my clients. They help you in developing a competency standard for positions quickly and compare individuals with the same. The Profile XT or The Profile (Human Resource Management - Employee Assessments | Profiles International) and Zerorisk Hiring Profile (ZERORISK HR Emotional Intelligence assessment, behavioral interview training, hiring and selection, employee development, communication, and team development) can give you very good results. If you like to use 360 degree feedback, you may consider the on-line system from Panoramic Feedback (360 Degree Feedback by Panoramic Feedback).

There are some very good assessment instruments that I have used. These instruments help you create a set of standard competency for positions and then lets you assess and compare individuals with the standard. The Profile / The Profile XT from Profiles International Inc. (Human Resource Management - Employee Assessments | Profiles International) and Zerorisk Hiring System from Zerorisk HR Inc. (ZERORISK HR Emotional Intelligence assessment, behavioral interview training, hiring and selection, employee development, communication, and team development) are worth a reference. If you like to use 360 degree feedback, you may consider online system from Panoramic Feedback (360 Degree Feedback by Panoramic Feedback).

Hope this helps. Please feel free to ask for any clarifiations.

Regards,
Pradipta Chatterjee
Icon Consultancy Services

There are some very good assessment instruments that I have used. These instruments help you create a set of standard competency for positions and then lets you assess and compare individuals with the standard. The Profile / The Profile XT from Profiles International Inc. (Human Resource Management - Employee Assessments | Profiles International) and Zerorisk Hiring System from Zerorisk HR Inc. (ZERORISK HR Emotional Intelligence assessment, behavioral interview training, hiring and selection, employee development, communication, and team development) are worth a reference. If you like to use 360 degree feedback, you may consider online system from Panoramic Feedback (360 Degree Feedback by Panoramic Feedback).

Hope this helps. Please feel free to ask for any clarifiations.

Regards,
Pradipta Chatterjee
Icon Consultancy Services
13th November 2008 From India , Calcutta
Hello Mr Singh,
Your PPT is excellent. Can i know the source of this pls? It would be helpful for me as i m dealing with this topic at present in my OB class.
Regards,
Nithya
HR Faculty
JSS-CMS
Mysore
19th November 2008 From India , Bangalore
The key to competency based assessments is the use of the competency dictionary.

For each element of the role there are four statements - here is a simplified example for 'Customer Service' in a store.
  1. Underperforming - attends to customers needs only when asked
  2. Performing to target - watches for customers looking for help and provides it
  3. Exceeding performance - looks out to assist customers pro-actively
  4. Outstanding performance - not only assists customers pro-activley, but follows up beyond expectations, delighting existing customers and growing customer base by reputation
For each of these, in each role, there is a statement describing the output observed at that level, which the individual is given at the very start of their time in role and measured against regularly, so that they know exactly what they have to do to acheive a specific standard.

It is an excellent tool.

Regards

Martin

Martin Haworth
ICF Accredited Personal & Business Coach
Management Trainer & Business Consultant
Lots of new news, articles, tools and ideas to support members of the Super Successful Manager! program at http://www.supersuccessfulmanager.com
Gloucester, United Kingdom
20th November 2008 From United Kingdom , Leeds
Good PPT. I’m Ram and new to this group. We are in employability skill training, assessments, and recruitment of entry-level position
28th November 2008 From India , Hyderabad
Add Reply Start A New Discussion

Cite.Co - is a repository of information created by your industry peers and experienced seniors. Register Here and help by adding your inputs to this topic/query page.
Prime Sponsor: TALENTEDGE - Certification Courses from top institutes like IIM / XLRI direct to device (online digital learning)





About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2019 Cite.Co™