Dear All Thanks for your Information. Actually, I would like 2 know how far Competency is more effective in a practical situation, is there any specific way 2 map up the competencies, how are the competencies measured?
From India, Delhi
From India, Delhi
:) Hi Chakri.
In my opinion .. lets take one simple situation. You are a manager who is working on a particular project. Your obvious aim is to : 1. deliver on time. 2. Keeping the quality standard. and 3. Lowering down the cost or winning the cost competition.
:mellow: Who will you employ then ? Possibly a person who 'probably can' do the job for you. Suppose you are working on a offshore project that requires knowledge of some specialized skill, say CRM or Siebel. Now, logically you will think about 'those' skills that may 'possibly tend' to success (i.e. completion of project)- which your employees must have .. that's competency. (In this case probably a person who has done BE/ worked on several projects of similar kind and gained experience to be able to do this project .. etc.)
If you employ a heart specialist or a poet for this, I can gurantee you can never achieve success in a project that will require skillsets of core IT (agree ?) :icon1: That 'specific set' of qualities are the 'compenetcies' for that particular task.
Its not necessary that even after deploying the best brains you get success .. similarly just having competency does not automatically mean effectiveness.
A lot of other parameters decide effectiveness, in which management attitude, job attribute, compensation, QWL (and many other factors) play a major role.
About mapping .. again it will depend on 'what' competencies you are trying to map? The most important aspects is - against which standard ? and 2. What is your end result ? (i.e. what will you do with it if you could actually measure it).
In my opinion, some competencies can never be measured. Others need specialized knowledge. Still others are easy to map by (probably) a questionnaire !
Please reply if now I could it answer now .. :D
From India, Pune
5In my opinion .. lets take one simple situation. You are a manager who is working on a particular project. Your obvious aim is to : 1. deliver on time. 2. Keeping the quality standard. and 3. Lowering down the cost or winning the cost competition.
:mellow: Who will you employ then ? Possibly a person who 'probably can' do the job for you. Suppose you are working on a offshore project that requires knowledge of some specialized skill, say CRM or Siebel. Now, logically you will think about 'those' skills that may 'possibly tend' to success (i.e. completion of project)- which your employees must have .. that's competency. (In this case probably a person who has done BE/ worked on several projects of similar kind and gained experience to be able to do this project .. etc.)
If you employ a heart specialist or a poet for this, I can gurantee you can never achieve success in a project that will require skillsets of core IT (agree ?) :icon1: That 'specific set' of qualities are the 'compenetcies' for that particular task.
Its not necessary that even after deploying the best brains you get success .. similarly just having competency does not automatically mean effectiveness.
A lot of other parameters decide effectiveness, in which management attitude, job attribute, compensation, QWL (and many other factors) play a major role.
About mapping .. again it will depend on 'what' competencies you are trying to map? The most important aspects is - against which standard ? and 2. What is your end result ? (i.e. what will you do with it if you could actually measure it).
In my opinion, some competencies can never be measured. Others need specialized knowledge. Still others are easy to map by (probably) a questionnaire !
Please reply if now I could it answer now .. :D
From India, Pune
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Competency mapping.ppt