3
Hi Mohit
Competencies are the mixture of skill,knowledge and attitude. There are mutli variants in the definition with few more attributes adding to, as well.
Competencies are viewed at two broad levles
1. Core or Generci competenices which are exhibited by all employees at all levels in an orgization
2. Rol/Function/Level specific competencies
The critical factor would be according to me is transalting the skills into measurable behaviours to analyze as well as measure the competencies which might require a psyhcologist. most often
Various roles/levels requires various degrees of same competencies. For Eg: Communication to a junior level and senior level employee never can be at the same level.
The mapping of competencies is the process of matching the competency levels depcited by an employee vis a vis the actual level desired for that role/level/function
The process
1. Identify the competencies
2. Transalte into measurable behaviours
3. Define the degrees of measurement for each level
4. Setting the standard - the competency level which must be exhibited
Once you ahve done these you have to carry out the competency analysis. This is done through
1. Assessment centre - psychometris tests, role plays, etc with a psychologist observing and interpreting the behaviors
2. BEI - behavioural event interviews
3. Critical incident discussion etc
Once these excercises are over, we would be able to understand the competencies portaryed by an employee and degree.
This has to be mapped against the desired competency level for that role/function/level the employee falling into and identify the gaps to circumscribe the gap through various interventions
Mapping is actually for identifying gap of an employee competency by comparing the actual to the desired level
Hope i have not confused you. :)
Cheers
Rajesh B
valuelanes, Bangalore
From India, Bangalore
Competencies are the mixture of skill,knowledge and attitude. There are mutli variants in the definition with few more attributes adding to, as well.
Competencies are viewed at two broad levles
1. Core or Generci competenices which are exhibited by all employees at all levels in an orgization
2. Rol/Function/Level specific competencies
The critical factor would be according to me is transalting the skills into measurable behaviours to analyze as well as measure the competencies which might require a psyhcologist. most often
Various roles/levels requires various degrees of same competencies. For Eg: Communication to a junior level and senior level employee never can be at the same level.
The mapping of competencies is the process of matching the competency levels depcited by an employee vis a vis the actual level desired for that role/level/function
The process
1. Identify the competencies
2. Transalte into measurable behaviours
3. Define the degrees of measurement for each level
4. Setting the standard - the competency level which must be exhibited
Once you ahve done these you have to carry out the competency analysis. This is done through
1. Assessment centre - psychometris tests, role plays, etc with a psychologist observing and interpreting the behaviors
2. BEI - behavioural event interviews
3. Critical incident discussion etc
Once these excercises are over, we would be able to understand the competencies portaryed by an employee and degree.
This has to be mapped against the desired competency level for that role/function/level the employee falling into and identify the gaps to circumscribe the gap through various interventions
Mapping is actually for identifying gap of an employee competency by comparing the actual to the desired level
Hope i have not confused you. :)
Cheers
Rajesh B
valuelanes, Bangalore
From India, Bangalore
An IRI approach to addressing human performance issues
When organizations recognize that people are truly their most valuable
resource, then one of the roles they accept is helping employees manage
their careers. Competency mapping is an important resource in this
environment, and is an adjunct to knowledge management and other
organizational initiatives.
Competency Mapping
IRI’s Competency Mapping process is designed to consistently measure
and assess individual and group performance as it relates to the expectations of the organization and its customers. It is used to identify
key attributes (knowledge, skills, and behavior attributes) that are required to perform effectively in a job classification or an identified process. Competency Mapping juxtaposes two sets of data. One set is based on organizational workflow and processes. It starts with the clear
articulation of workflow and processes, including all quality and quantity
requirements, inputs and outputs, decision criteria, and most important,
internal and external customer requirements.
For each step in each process, specific performance requirements are identified with all associated metrics and expectations. The other set of data is based on individual and group performance capabilities. It is collected through the utilization of a variety of assessment tools and procedures (which may include a robust 360- degree feedback process) to assess the extent to which individuals and groups can consistently demonstrate over time the competencies required to meet the expectations.
Where the output from the organizational maps meet the individual and group performance capabilities, an overall trend line is created that identified where in the process specific developmental opportunities exists, and with what specific population.
Impact Analysis
Through the use of this field-tested competency mapping process, IRI is
able to map individual and team competencies to create hypothetical
impact analysis on process outcomes that can be measured through
automated simulations. By referring to forecasted outputs, decisions can
be made as to how to best manage, evaluate, and develop employee
performance; recruit and select individuals that possess the skills required; and compensate individuals based on their demonstrated
performance. The IRI Competency Mapping process can be the foundation for aligning workflow and process outputs with critical customer
requirements with a foundation of required employee attributes and
competencies.
From India, Ahmadabad
When organizations recognize that people are truly their most valuable
resource, then one of the roles they accept is helping employees manage
their careers. Competency mapping is an important resource in this
environment, and is an adjunct to knowledge management and other
organizational initiatives.
Competency Mapping
IRI’s Competency Mapping process is designed to consistently measure
and assess individual and group performance as it relates to the expectations of the organization and its customers. It is used to identify
key attributes (knowledge, skills, and behavior attributes) that are required to perform effectively in a job classification or an identified process. Competency Mapping juxtaposes two sets of data. One set is based on organizational workflow and processes. It starts with the clear
articulation of workflow and processes, including all quality and quantity
requirements, inputs and outputs, decision criteria, and most important,
internal and external customer requirements.
For each step in each process, specific performance requirements are identified with all associated metrics and expectations. The other set of data is based on individual and group performance capabilities. It is collected through the utilization of a variety of assessment tools and procedures (which may include a robust 360- degree feedback process) to assess the extent to which individuals and groups can consistently demonstrate over time the competencies required to meet the expectations.
Where the output from the organizational maps meet the individual and group performance capabilities, an overall trend line is created that identified where in the process specific developmental opportunities exists, and with what specific population.
Impact Analysis
Through the use of this field-tested competency mapping process, IRI is
able to map individual and team competencies to create hypothetical
impact analysis on process outcomes that can be measured through
automated simulations. By referring to forecasted outputs, decisions can
be made as to how to best manage, evaluate, and develop employee
performance; recruit and select individuals that possess the skills required; and compensate individuals based on their demonstrated
performance. The IRI Competency Mapping process can be the foundation for aligning workflow and process outputs with critical customer
requirements with a foundation of required employee attributes and
competencies.
From India, Ahmadabad
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Competence.ppt
Process flow for Updation of Aadhar Number.pdf
HOW WE DO-Process flow chart.doc