i have joined in an petroleum construction company as a HR trainee. They asked me to take care of competancy mapping. can anyone give me advice on and also they advice me to introduce new techniques in the dept.can any one help me
From Qatar
From Qatar
I m shraddha bhambani from agra, i have completed my mba(
hr) from agra itself,but our college didn't provide me wid palcements, n i m getting mostly jobs in consultancies and i want to work in an IT co,suggest me what to do pls.
From India, Lucknow
hr) from agra itself,but our college didn't provide me wid palcements, n i m getting mostly jobs in consultancies and i want to work in an IT co,suggest me what to do pls.
From India, Lucknow
Hi Irfan,
if you want to do competency mapping in any organization, then first you have to study thoroughly about it. there are many types of competency mapping. first study all that then decide which type you want to do. I will definitely help you. in this. For implementing you also have to study about the company, the departments, their job profile etc. then find the KRA's and JD's. then I will tell the further processing.
From India, Delhi
72if you want to do competency mapping in any organization, then first you have to study thoroughly about it. there are many types of competency mapping. first study all that then decide which type you want to do. I will definitely help you. in this. For implementing you also have to study about the company, the departments, their job profile etc. then find the KRA's and JD's. then I will tell the further processing.
From India, Delhi
hai nipuna
thank u very much for ur support,i'm finished my MBA in chennai and now i'm working as HR assist in Petroleum construction company in qatar.i joined the company in Aug 1st 1ly.now i am known about company and dept,etc.can u send types of competency mapping and also plz explain about KRA's and JD's...
with regards
Mohd irfan
From Qatar
thank u very much for ur support,i'm finished my MBA in chennai and now i'm working as HR assist in Petroleum construction company in qatar.i joined the company in Aug 1st 1ly.now i am known about company and dept,etc.can u send types of competency mapping and also plz explain about KRA's and JD's...
with regards
Mohd irfan
From Qatar
hi Irfan,
I am from Indai and I dont know about the latest trends of Quatar that what's new going up there. but I can support you according what in India HR people follows.
there are some types of competency mapping i.e. 360 degree competency, 180 degree competency.
in 360 degree, the particular person is mapped by his immediate subordinate, this immediate boss, peers and the customer also.
but in 180 degree, there are only 2 parameters i.e. by immediate boss and by the subordinate.
now you decide what you want to implement and also what latest going on in Qatar. You really have to study your market that what the competitors of the industry is following. because that effects a lot
From India, Delhi
I am from Indai and I dont know about the latest trends of Quatar that what's new going up there. but I can support you according what in India HR people follows.
there are some types of competency mapping i.e. 360 degree competency, 180 degree competency.
in 360 degree, the particular person is mapped by his immediate subordinate, this immediate boss, peers and the customer also.
but in 180 degree, there are only 2 parameters i.e. by immediate boss and by the subordinate.
now you decide what you want to implement and also what latest going on in Qatar. You really have to study your market that what the competitors of the industry is following. because that effects a lot
From India, Delhi
Dear Nipuna.....thanx for your brief...its excellent...I completely understand the concept now....best regards, krishna
From India, Mumbai
From India, Mumbai
Dear Friends
Iam presenting here an article on competency mapping by which you should get a fair bit of idea as to how to approach this whole issue on competency mapping.
Regards
Hanumantha Rao(HR)
************************************************** *****
Competency Modeling Process
The process steps in mapping competencies and configuring assessments are as follows:
Step 1: Study of Job Descriptions.
Step 2: Discussions with job holders.
Step 3: Focus Group discussions with superiors.
Step 4: Competency Model building.
Step 5: Competency refinement after discussions with client team.
Step 6: Assessment Configuration.
Competency modeling and assessments
Competencies define the skills and capabilities needed by people to succeed within an organization. Competencies are mapped to individual jobs and outline the expectations for different roles and positions.
An efficient competency modeling process helps identify competencies and assess competency gaps in managers.
Value of Competency models
From India, Hyderabad
Iam presenting here an article on competency mapping by which you should get a fair bit of idea as to how to approach this whole issue on competency mapping.
Regards
Hanumantha Rao(HR)
************************************************** *****
Competency Modeling Process
The process steps in mapping competencies and configuring assessments are as follows:
Step 1: Study of Job Descriptions.
Step 2: Discussions with job holders.
Step 3: Focus Group discussions with superiors.
Step 4: Competency Model building.
Step 5: Competency refinement after discussions with client team.
Step 6: Assessment Configuration.
Competency modeling and assessments
Competencies define the skills and capabilities needed by people to succeed within an organization. Competencies are mapped to individual jobs and outline the expectations for different roles and positions.
An efficient competency modeling process helps identify competencies and assess competency gaps in managers.
Value of Competency models
- Selection - Provide a clear target for selection practices and candidate evaluation.
- Development - Focus development activities on the skills, knowledge and characteristics that will have an impact on job effectiveness.
- Training - Maximize the investment of training .
- Performance Management - Clarify work expectations and measurement in a common language.
- Succession Planning - Shift focus beyond current performance to potential for future roles.
From India, Hyderabad
Hi,
You have to first identify core competencies of the company this you may find out through top leaders of the orgtanisation and then each job you will have techical and behavioural compentencies in JDs. Map these with individual competencies which you can get it through 360 performance appraisal method or from Line Manager. Perhaps this way you may be able to do the competency mapping.
Regards,
Ashraf
You have to first identify core competencies of the company this you may find out through top leaders of the orgtanisation and then each job you will have techical and behavioural compentencies in JDs. Map these with individual competencies which you can get it through 360 performance appraisal method or from Line Manager. Perhaps this way you may be able to do the competency mapping.
Regards,
Ashraf
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