HI i am a student of MBA final year. I want some matter on competency mapping as a HR development tool. And i need some help in developing a questionnaire, if some questionnaire is available.
Thank you
From India, Delhi
Thank you
From India, Delhi
HELLO ISHA JEE NAMASTEE,
This is Gourisankar responding for ur question on cometencey Mapping .
Meaning of Competencey
A Competency is an underlying characteristic of a person which enables him /her to deliver superior performance in a given job, role or a situation..
Competencies are seen mainly as inputs. They consist of knowledge, attitudes and skills that could affect an individual’s ability to perform.
A Competency is described in terms of key behaviours that enable recognition of that competency at the work place.
These behaviors are demonstrated by excellent performers on-the-job much more consistently than average or poor performers.
Competency Model--:-
A competency model is a valid, observable, and measurable list of the knowledge, skills, and attributes demonstrated through behavior that results in outstanding performance in a particular work context.
Typically A competency model includes
Competency titles
Definitions of those titles
.Key Behaviour indicators
Methodology of competency mapping
1.Collect enough background information about the organisation
2.Decide on the Job Positions that require competency Models
3.Discuss the application of the competency model
4.Select a data collection method and plan the approach
5.Organize Data collected
6.Identify main themes or patterns
7.Build the model
8.Defining specific behaviour Indicators
9.Review the model
QUESTIONAIRE FOR COMPETENCEY MAPPING
1.HOW DO U FEEL IN THIS ORGANZATION?
2.DO U FEEL THAT THE ORGANIZATION IS WELL ENOUGH IN DEVELOPING UR CARRER PATH?
3. WHAT ATTCATS U MUCH IN YOUR JOB?
4.WHAT CHANGES WOULD U LIKE TO SEE IN THE ORGANIZATION?
5.WHAT ARE THE CHALLENGING TASKS IN THIS ORGANIZATION?
6.WHAT SHOULD BE THE CONTRIBUTION OF THE ORGANIZATION INDEVELOPMENT OF INDIVIDUAL?
7.IS YOUR JOB CLEARLY DEFINED?
8.IS COMMUNICATION CHANNEL OF THE ORGANIZATION PROVIDES EFFECTIVE COMMUNICATION ?
9.WHAT IS UR OPNION ON DELEGATION OF AUTHORITY IN THE ORGANIZATION ARE U SATISFIED ?
8.HOW IS EMPLOYE RELATION OF THE ORGANIZATION?
10. WHERE WOULD U RANK THE ORGANIZATION?
11.DOES UR ORGANIZATION PROVIDES ENOUGH SCPE FOR DESICCION MAKING ?
12.DOES THE ORGANIZATION LET U PARTICIPATE IN CRETIVE TASKS?
13. DOES UR ORGANIZATION NEEDS IMPROVEMENT IN HUMAN RELATIONS ASPECT?
14.IS THE COMPENSESATION SYSTEM OF THE ORGANIZATION IS ENOUGH?
15.IS MANGEMENT DEVELOPMENT PRCESS REQUIRED IN THE ORGANIZATION?
16.IS TRAINING SYSTEM OF THE ORGANIZATION IS EFFECTIVE
WITH BEST REGARDS
Gourisankar.S
Asst Professor HR
ICFAI
+919437527515
From India, Pune
1This is Gourisankar responding for ur question on cometencey Mapping .
Meaning of Competencey
A Competency is an underlying characteristic of a person which enables him /her to deliver superior performance in a given job, role or a situation..
Competencies are seen mainly as inputs. They consist of knowledge, attitudes and skills that could affect an individual’s ability to perform.
A Competency is described in terms of key behaviours that enable recognition of that competency at the work place.
These behaviors are demonstrated by excellent performers on-the-job much more consistently than average or poor performers.
Competency Model--:-
A competency model is a valid, observable, and measurable list of the knowledge, skills, and attributes demonstrated through behavior that results in outstanding performance in a particular work context.
Typically A competency model includes
Competency titles
Definitions of those titles
.Key Behaviour indicators
Methodology of competency mapping
1.Collect enough background information about the organisation
2.Decide on the Job Positions that require competency Models
3.Discuss the application of the competency model
4.Select a data collection method and plan the approach
5.Organize Data collected
6.Identify main themes or patterns
7.Build the model
8.Defining specific behaviour Indicators
9.Review the model
QUESTIONAIRE FOR COMPETENCEY MAPPING
1.HOW DO U FEEL IN THIS ORGANZATION?
2.DO U FEEL THAT THE ORGANIZATION IS WELL ENOUGH IN DEVELOPING UR CARRER PATH?
3. WHAT ATTCATS U MUCH IN YOUR JOB?
4.WHAT CHANGES WOULD U LIKE TO SEE IN THE ORGANIZATION?
5.WHAT ARE THE CHALLENGING TASKS IN THIS ORGANIZATION?
6.WHAT SHOULD BE THE CONTRIBUTION OF THE ORGANIZATION INDEVELOPMENT OF INDIVIDUAL?
7.IS YOUR JOB CLEARLY DEFINED?
8.IS COMMUNICATION CHANNEL OF THE ORGANIZATION PROVIDES EFFECTIVE COMMUNICATION ?
9.WHAT IS UR OPNION ON DELEGATION OF AUTHORITY IN THE ORGANIZATION ARE U SATISFIED ?
8.HOW IS EMPLOYE RELATION OF THE ORGANIZATION?
10. WHERE WOULD U RANK THE ORGANIZATION?
11.DOES UR ORGANIZATION PROVIDES ENOUGH SCPE FOR DESICCION MAKING ?
12.DOES THE ORGANIZATION LET U PARTICIPATE IN CRETIVE TASKS?
13. DOES UR ORGANIZATION NEEDS IMPROVEMENT IN HUMAN RELATIONS ASPECT?
14.IS THE COMPENSESATION SYSTEM OF THE ORGANIZATION IS ENOUGH?
15.IS MANGEMENT DEVELOPMENT PRCESS REQUIRED IN THE ORGANIZATION?
16.IS TRAINING SYSTEM OF THE ORGANIZATION IS EFFECTIVE
WITH BEST REGARDS
Gourisankar.S
Asst Professor HR
ICFAI
+919437527515
From India, Pune
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Competency mapping.ppt
ART AND SCIENCE OF COMPETENCY MAPPING.doc