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Type: HR, Report if not a HR topic
Thanks Anup... really helpul attachments.
hi anup
the two attachments posted by you on competancy mapping have indeed been very useful to me for my project.....thank you so much...i was actually looking for such info...thanks a million
Avishka Issac
That's the kind of clarification I was seeking for. Thanks a ton Radhika for taking time out to respond to my queries. You've been a great help.
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Need for information on competency analysis
Type: HR, Report if not a HR topic
Posted 04-11-2009Reply
Dear Members,
I require your support to understand Competency Analysis. Would appreciate if any of you could clarify few of the following doubts:
1. What is Competency Analysis?
2. Why, when and how is it performed?
3. Do we follow a particular format/ tool to perform CA?
Thank you all in advance. :-) ...
Hello
Attached herewith is a ppt that will to an extent talk about question 1.
... See Anup's complete reply
Attached herewith is a ppt that will to an extent talk about question 1.
... See Anup's complete reply
Thanks Anup... really helpul attachments.
Dear Members,
Kindly answer the 3 questions raised in the post. Have visited all the forums related to Competency Analysis, would like to thank you all for providing mapping tools, however, need to know what CA is and when it is performed.
Thank you all once again.
Kindly answer the 3 questions raised in the post. Have visited all the forums related to Competency Analysis, would like to thank you all for providing mapping tools, however, need to know what CA is and when it is performed.
Thank you all once again.
Hello
Attached herewith is a ppt that will to an extent talk about question 1.
... See Anup's complete reply
Attached herewith is a ppt that will to an extent talk about question 1.
... See Anup's complete reply
hi anup
the two attachments posted by you on competancy mapping have indeed been very useful to me for my project.....thank you so much...i was actually looking for such info...thanks a million
Avishka Issac
Dear Rohit:
I think you need to understand the terms involved for better grasp on the subject. These are the basics:
COMPETENCE - a person-related concept that refers to the dimensions of behavior lying behind a performer. Ex., leadership
COMPETENCY - a work-related concept that refers to the areas of work at which person is competent. Ex., Skill or ability (Communication)
Types of Competencies: (Skills)
1. Generic/Specific - basic skills needed to do the job
2. Threshold/Performance - skills that differentiate between high and low performance
3. Differentiating - behavioral characteristics that high performers display.
To develop Competency mapping in your organization,
1. COMPETENCY FRAMEWORKS - Define the competency requirement that covers all jobs. Competency frameworks are of 4 types, namely,
a. CORE COMPETENCY - organization wide
b. BUSINESS COMPETENCY - strategic business unit purpose
c. TEAM COMPETENCY - projects
d. ROLE COMPETENCY - individual role
COMPETENCY PROFILES - a set of competencies needed to perform a specified role. The following to be done to develop competency profiles.
1. Identify
2. Consolidate the check list
3. Rank Order and finalize
4. validate and benchmark.
2. When it is used?
As mentioned in the PPT I attached earlier it may be used in all functions of HR including recruitment, training , PMS etc. The idea is that the person-job fit is high and the goals of a particular job role are met. This also ensures consistency in the focus of the organisation.
Think of it this way: When a person has an aptitude for writing he is likely to be good at copywriting, blogging, journalism etc. but if the person does not have an innate knack in writing the probability of success is lower. Like that it is imp to define the Competencies for a role which will enhance the probability of success and fit ppl into that matrix.
I think you need to understand the terms involved for better grasp on the subject. These are the basics:
COMPETENCE - a person-related concept that refers to the dimensions of behavior lying behind a performer. Ex., leadership
COMPETENCY - a work-related concept that refers to the areas of work at which person is competent. Ex., Skill or ability (Communication)
Types of Competencies: (Skills)
1. Generic/Specific - basic skills needed to do the job
2. Threshold/Performance - skills that differentiate between high and low performance
3. Differentiating - behavioral characteristics that high performers display.
To develop Competency mapping in your organization,
1. COMPETENCY FRAMEWORKS - Define the competency requirement that covers all jobs. Competency frameworks are of 4 types, namely,
a. CORE COMPETENCY - organization wide
b. BUSINESS COMPETENCY - strategic business unit purpose
c. TEAM COMPETENCY - projects
d. ROLE COMPETENCY - individual role
COMPETENCY PROFILES - a set of competencies needed to perform a specified role. The following to be done to develop competency profiles.
1. Identify
2. Consolidate the check list
3. Rank Order and finalize
4. validate and benchmark.
2. When it is used?
As mentioned in the PPT I attached earlier it may be used in all functions of HR including recruitment, training , PMS etc. The idea is that the person-job fit is high and the goals of a particular job role are met. This also ensures consistency in the focus of the organisation.
Think of it this way: When a person has an aptitude for writing he is likely to be good at copywriting, blogging, journalism etc. but if the person does not have an innate knack in writing the probability of success is lower. Like that it is imp to define the Competencies for a role which will enhance the probability of success and fit ppl into that matrix.
Dear Rohit:
I think you need to understand the terms involved for better grasp on the... See Radhika's complete reply
I think you need to understand the terms involved for better grasp on the... See Radhika's complete reply
That's the kind of clarification I was seeking for. Thanks a ton Radhika for taking time out to respond to my queries. You've been a great help.
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