Methodology for Functional competency Mapping

Process flow for Competency Mapping(CM) Competency model are position models which are at the heart of every competency-based HR application. The bases of generating competency models are processes. Thus questions that needs to be raised: What does the employee have to be able to do? What does the employee have to know in order to do it. Road Map for Functional Competency Mapping: Background information about the organization Product and Services provided by the organization Process Flow-chart( From Raw material to Finished Product) Sister units and Sub-units(within the organization) Hierarchy level followed Decide on the Job Positions that need to be assessed Finalization of Hierarchy Level to be covered Grouping…

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Performance and potential matrix

There are several ways to review talent in the organization. Performance and Potential matrix is the most frequently used tool. It is simple to understand and apply. It helps in making a talent inventory for the organization. It is 3*3 matrices where each box has its own definition and developmental challenges. It is 9-box matrix. Each managerial employee would be reviewed on performance and potential and assigned to one of the nine boxes. On the ‘X’ axis performance would be plotted using 3 point scale, 3 being high performance, 2 medium performances and 1 low performance. On the ‘Y’ axis potential in the form of competency framework would be plotted…

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Purpose and benefits of Functional Competency Mapping

In the modern competitive world, business managers require to improve the efficiency and effectiveness of operations. Manpower is the most important resource for any organization and also most difficult to manage as the level of competence in all employees vary according to the background, experience and intellect of the person. Every person has different qualities, attitudes, motives, personality traits, skill, knowledge etc. which affects their performance at work. Organizations, in order to facilitate excellence in the performance of the people are required to identify the right person for every job and improve the performance of their people. It needs a clear and cohesive performance management framework that is understood by…

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Steps involved in Competency Mapping

These following steps are involved in Competency Mapping: (a) Technical and functional competencies required for different functional positions (b) technical and functional competencies possesses by employees manning those positions and  (c) gap analysis. Competency Mapping is a process which has not been widely used in organizations in India yet, and those who have done it have done it for behavioral Competency Mapping of employees. The company, however has realized that technical Competency Mapping of employees is very essential and that too for the workforce here which is expected to be more technically sound. The methodology used for this exercise is as follows: a)Contacting various companies who have adopted this system…

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Retaining Talent

Support and engagement is the key to retention  Retention of top talent is an important concern in both good times and bad. While a soft labor market may have depressed turnover rates in many organizations, retention issues can be expected to surface once labor markets strengthen. Even in the present environment, options are still available to top performers.   Savvy organizational leaders recognize that their best people work for their organizations because they want to, not because they have to, and treat them like ‘volunteers’ regardless of market conditions.       “Dissatisfaction with pay is not what leads employees to begin exploring alternatives.”    While compensation is often a factor…

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Corporate Social Responsibility Guidelines for PSU-Identification, Implementation and Evaluation

1. CONCEPT 1.1. Public Corporations have legal responsibilities to maximize shareholder profits; but a shift in corporate mindset led by social expectations and pressure is causing business leaders to rethink their responsibilities with respect to corporate performance measured in terms of economic impact, social impact and environmental impact – commonly called the Triple Bottom Line. 1.2. Economic growth is possible only through consumption of inputs available in the environment and society. The harnessing of natural resources has a direct impact on the economy, the environment and society at large. Corporate Social Responsibility (CSR) is a concept whereby organizations serve the interests of society by taking responsibility for the impact of…

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Posted in: CSR

What is competency?

Competencies are the characteristics of an employee that leads to demonstration and transfer of skills and knowledge, which results in effective performance within an occupational area. Widely accepted definition in human resources is, ‘an underlying characteristic. An ‘underlying characteristics’ means the competence is fairly deep and enduring part of person’s personality and can predict behavior in wide variety of situations and job tasks. There are five types of competency characteristics; ·         Motive – motives ‘drive, direct or select’ behavior towards certain actions or goals and away from others. ·         Trait – physical characteristics and consistent responses to situations or information. ·         Self concept – a person’s attitude, values or self-image.…

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