Skill Matrix and Competency Evaluation - Career Development

4/16/2015 SkillMatrixandCompetencyEvaluationcareerdevelopment

http://www.citehr.com/131077skillmatrixcompetencyevaluation.html 1/12

Charulatha_raghulStartedTheDiscussion:

DearAll,CanAnyoneGiveMeAnIdeaToHowToPrepareSkillMatrixAndConductCompetencyEvaluation.WhatAreMethodsWeCanDoCompetencyEvaluation?Regards,Charulathal

VIKRAMREDDYN

HiRahul

SkillMatrixisawaytocapture/identifytheskillsrequiredforaparticularjob.Thiscanbeoftwotypesagain:1.TechnicalSkillMatrix,2.BehavioralSkillMatrixItisaway,where,youcanorshouldidentifytheSkillsrequiredforaparticularjob,inaparticulardepartment/team.Pleasefindtheattachmentofskillmatrix.

RegardsSandy

AttachedFilesProvidedbycommunitymembervikramreddyn.Joinustolearnandgrowwithyourpeers.

it_skill_matrix_complete_119.xls(552.0KB,10047views)

EveryCommunityInsightOnCite.CoIsFreeRequiresOneTimeEmailValidation.

EmailToBeGrantedAccess Download

TermsOfService|Disclaimer|PrivacyPolicy

ANKITCHATURVEDI

DearFriend....,Iamattachingehrewithsomefilesregarding"COmpetencyMapping".....Ihopethey

Home>HumanResourceSection>HumanResourceManagement

SkillMatrixAndCompetencyEvaluation

LC3 CementLimestone Calcined Clay Cement Low Carbon, Low Cost, Low Capital

WHATDOYOUNEED?

RISE NEW |



mighthelpyouout....RegardsAnkit09869851356

AttachedFilesProvidedbycommunitymemberankitchaturvedi.Joinustolearnandgrowwithyourpeers.

MappingProcess.doc(28.0KB,7104views)

CompetencyDevelopment.xls(54.0KB,5309views)

CompetencyAssessmentProcess.doc(37.0KB,4689views)

EveryCommunityInsightOnCite.CoIsFreeRequiresOneTimeEmailValidation.

EmailToBeGrantedAccess Download

TermsOfService|Disclaimer|PrivacyPolicy

PREETIYADU

hicharulatharaghulimsendingudetailofaprojectandareviewofgapanalysiskindlygothroughthat&mailmeonmyid .

regards

preeti

Thecompetencystudybeingundertakeninvolvesparametersofknowledge,skills,&attituderequiredtoperformthejobs.Thereviewofcompetencymapping,gapanalysis&jobdescriptionhasleadedtoalignthemwithrespecttoTrainingNeedIdentifiedofthedepartmentofqualityassurancetothefutureplanoftheorganization.Thereisno.ofgradesfromLC01toLC07ineachdepartmentaccordingtotherequirementtotherequirementofthedepartment.ThisresearchhasbeenconductedatJojoberaCementPlant,AcementdivisionofLafargeIndiaPvt.Ltd.,Jamshedpur.

OBJECTIVE

Toreviewthejobdescriptionofthevariousjobsofthedepartment.Toreviewthecompetencymappingofeachnatureofjobeachpositioninthedept.Toalignthejobdescription,competencymapping,gapanalysis&trainingneedassessment.

SCOPE

TheDepartmentofQualityAssuranceinCementIndustry.Forperformanceappraisaloftheemployees.

REVIEWOFLITERATURE

Overthepast10years,humanresources&organizationaldevelopmentprofessionalshavegeneratedalotofinterestinthenotionofcompetenciesasakeyelement&measureoftheperformance.Competenciesarebecomingafrequentlyused&writtenaboutvehiclefororganizationalapplicationsuchas:

Definingthefactorsforsuccessinjobs(i.e,work)&workroleswithintheorganizationAssessingthecurrentperformance&futuredevelopmentneedsofpersonsholdingjobsroleMappingsuccessionpossibilitiesforemployeeswithintheorganizationSelectingapplicantsforopenpositions,usingcompetencybasedinterviewingtechniques.



Competenciesincludethecollectionofsuccessfactorsnecessaryforachievingimportantinaspecificjoborworkroleinaparticularorganization.Successfactorarecombinationsofknowledge,skills,&attitudeknownasKSAs.Therearethreedefinitionswhicharenecessarytodiscuss:

CompetencyMap:Acompetencymapisalistofanindividualscompetenciesthatrepresentfactorsmostcriticaltosuccessingivenjobs,departments,organizations,orindustriesthatarepartoftheindividualscurrentcareerplan.CompetencyMapping:Competencymappingisaprocessanindividualusestoidentity&describecompetenciesthatarethemostcriticaltosuccessinaworksituation&workroles.TopCompetencies:Topcompetenciesarethemostimportanttoanindividualintheirongoingcareermanagementprocess.

Therearenumbersourcesthatdescribesomeverycommonpersonfunctioningcompetenciesfoundtobeimportantforemployeesatalllevelsacrossorganization.OnegoodquoteinthisareaisfromMichaelZwell(2000,Pgs5355),theauthorofcreatingcultureofcompetencieswhenhesays,Fromthebodyofcompetencyresearchtodate,abasesetacompetencieswoulddifferentiatethetopquartileofperformersfromtherestinmostpositionsinanorganization:initiative,influence,ResultOrientation,Teamwork,ServiceOrientation&concernforquality.

HowdoCompetenciesrelatestoindividualCareerDevelopment?

Oneofthefirstencounterswithcompetenciesformostindividualsisinsecuringemploymentinaneworganization.Organizationthatarepurposefullyusingcuttingedgemethodstochoosetalentforpositionsorprojectrolesareengaginginwhatiscalledcompetencybasedinterview&selection.Latertheseareusedastoassessperformance,toencouragefuturedevelopmentplansfromindividuals&toplanforsuccessionintheorganization.Ifwetaketheexampleofthefulcrumnetwork,anorganizationaldevelopmentconsultingbrokerageorganization.FulcrumrecentlyreleasedamanualentitledHowtoHiretheRightConsultant,inwhichitidentified18factorsthatcanusedtoevaluateconsultant,(FulcrumNetwork,2002,pg.10)Mostofthe18factorswouldbeconsideredcompetencies,accordingtothedefinitionincludedinthisresearch.

WhyshouldindividualEmployeesMaptheircompetencies?Thereasonsare:Gainsacleanersenseoftruemarketabilityintodaysjobmarketoncetheindividualknownhis/hercompetenciescomparetothosethatareaskedforbythejobmarketinkeypositionsinterest.Projectsanappearanceasacuttingedge&wellpreparedcandidate,whohastakenthetimetolearnaboutcompetencies,investigatethoseindemand,&maphis/herowncompetenciespriortointerviewing.Demonstratesselfconfidencethatcomesfromknowingonescompetitiveadvantagesmoreconvincingly&frombeingabletoarticulatethoseadvantagesinspecificlanguage.SecuresessentialinputtoresumedevelopmentasetofimportanttermstouseindescribeexpertisederivedfrompriorcareerexperienceDevelopsthecapabilitytocompareonesactualcompetenciestoanorganizationorpositionrecruited/preferredcompetencies,inordertocreateanindividualDevelopmentPlan.

Reference:Careerplanning&adultDevelopmentNetwork

WhatisGapAnalysis?

GapAnalysisisthegapbetweenwhatis&whatoughttobe.Gapanalysisisaveryefficienttoolasitcouldbeofuseintheperformanceappraisalofemployees&indevelopingacompetencybasedpaysystem.Itestablishesmeasurementtoassessdifferenceintheperformancelevels&tendstogivesuggestionstoovercomethedifference.



THEEMOTIONALCOMPETENCYFRAMEWORKInitiative&committed

EmotionalAwareness

TeamBuilding

Serviceorientation&Politicalawareness

Innovation&Control

PERSONALCOMPETENCE

Conflictmanagement

RESEARCHMETHODOLOGY

SourcesofDataCollection:

Thisresearchwasdoneonthebasisofsecondarydata,whichwasprovidedtomebytheorganizationthroughtheconcernHRpersonnelofthecompanyi.e.,LafargeIndiaPvt.ltd.Thedatacomprisesofjobdescriptionofseveralofpositionsofpermanentworkmen,competencymatrix(existing&desired)ofthedepartmentoftheorganization.

Universeforthestudy:

QualityDept.:ProcessAssistant(Chemist),UtilityHand(Sampleman),Jr.ProcessAsst.(TestercumGauger).ItconsistedofallthepermanentworkmensocalledNOPRsofthedept.ofQA.

DescriptioninDetail:DesignationGradeNo.ofEmployeesNatureofjob

ProcessAssistantLC068ChemistUtilityHandLC017SamplemanJr.ProcessAsst.LC053TestercumGauger

ToolofDataCollection:

Thetechniqueofdatacollectionforthestudywasthroughanunstructured&focusedinterviewconductedwiththeHODofthedept.anddetailofgapanalysis,jobdescription,competencycheckwhichwaspreparedtwoyearsback&TNAoftheemployees(NOPRs)fortheyear2007.

SamplingTechnique:

Asthetechniquearedeliberatesampling&convenienceSampling.Thestepsfollowedtoreviewthecompetencymapping:



Thestepsfollowedtoreviewthecompetencymapping:

StepI:ReviewofJobdescriptionofQADeptt.1.Chemist(QA)GradeLC06ProcessAssistantPageno.20

ShouldbeB.ScgraduateShouldpossessbasicknowledgeofcomputers.ShouldbewellconversantwithISSpecificationforcement,relatedrawmaterial&testingprocedure.Shouldbewellacquaintedwithstatisticaltechniqueforqualityimprovement.

2.TestercumGauger(QA)GradeLC05Jr.ProcessAssistantPageno.21

Shouldpossess10+2qualificationorB.Scgraduate(preferable)Shouldpossessminimumof5yearsofindustrialexperienceShouldpossessbasicknowledgeincomputersShouldbewellacquaintedwithstatisticalTechniqueforqualityimprovement.

3.Sampleman(QA)GradeLC03AssociatePageno.19

Thereisnoassociateinthisdeptt.Accordingtothedeptt.,thesamplemanisLC01(UtilityHand)Shouldpossess2yearsofindustrialexperience.ShouldbematrixShouldbeIMSAwarenessShouldhaveknowledgeofphysicaltesting.Shouldhavebasicknowledgeofcomputers.

StepII:CompetencyMappingthroughBehaviouralEventInterviewBehaviouralEventInterviewtechniqueisbasedonthepremisethatthebestpredictionoffuturebehaviourispastbehaviour.Forservingmypurposethemanagers&otherofficerswereselectedofthedeptt.ToknowthekindofworkthevariousNOPRSdo.Thepurposeofthisinterviewwastomatchemployeesskills,knowledge&motivewiththerequired&thesuccessfactorsofthejobs.

StepIII:Criteriaforcompetencychecks.LafargeIndiaPvt.Ltd.hasitsowngradingsystem.ThegradesallocatedtothenonofficersinpayrollarefromL1toLC7.Theparametersofknowledge,skill,&attitudecarrythecompetenciesrequiredbytheemployeesofthenamedgradestodotheirjobs.Thecriteriaforcompetencycheckhavebeenpresentedinamatrixform.Thematrixshowsthedesiredcompetenciesthatanemployeemusthave.LastlythecompetencymappingwasreviewedonthebasisofTNA&jobdescription.

RevisedcriteriaofcompetencymappingasaresultofcompetencymappingofQualityAssurance.

CRITERIAFORCOMPETENCYCHECKFORPERMANENTWORKMEN(QUALITYASSURANCE)*

CATERGORY

KNOWLEDGE



SKILL

ATTITUDE

PROCESSASSTLC06(CHEMIST)1.shouldbeB.Scgraduate.2.BasicknowledgeOfcementmanufacturingprocess.3.ConversantwithISspecifications&RevisedSTIforcement,relatedrawmaterial&chemicaltestingprocedures4.Basicknowledgeoncomputers.5.AwarenessonIMS&emergencysituation.6.Awarenessonsafetyprecaution&useoffireextinguisher.7.Knowledgeofstatisticaltechniqueforqualityimprovement.8.CalibrationofLaboratoryEquipment1.Shouldpossessminimumof5yearexperienceinchemicaltestingofcement&relatedrawmaterials.2.Shouldpossessleadershipskill.3.Shouldhaveeffectivecommunicationskill&interpersonalrelation.4.Shouldbeabletohandleshiftactivity&interpretreportedresults.

1.Shouldhavepositiveattitude.2.Shouldbeagoodteammember.

Jr.ProcessAsst

LC05(TestercumGauger)1.Basicknowledgeofcementmanufacturingprocess.2.Shouldbe10+2(preferablyB.Scgraduate)3.ConversantwithIS&RevisedSTISpecificationsforcement,relatedrawmaterial&physicaltestingprocedures4.Shouldbasicknowledgeincomputeroperation5.AwarenessonIMS&emergencysituation6.Awarenessonsafetyprecaution&useoffireextinguisher7.Knowledgeofstatisticaltechniqueforqualityimprovement.8.CalibrationofLaboratoryEquipment1.Shouldpossessleadershipskill.



2.Shouldhaveeffectivecommunicationskill&interpersonalrelation3.Shouldhave5yearsexperienceinphysicaltestingofcement&relatedrawmaterials

4.Shouldbeabletohandleshiftactivity&interpretreportedresults.

1.Shouldhaveapositiveattitude2.ShouldbeagoodteammemberUtilityHand

LC01Sampleman

1.Conversantwithsamplingprocedure&samplepreparationAwarenessonRevisedSTI2.Knowledgeofphysicaltestingofcement3.Shouldbematricorliterate.4.AwarenessonIMS&emergencysituation5.Awarenessonsafetyprecaution&useoffireextinguisher6.Shouldhavebasicknowledgeofcomputers1.Shouldpossessminimum2yearsexperienceinsamplecollection&samplepreparation2.Abilitytounderstandtheinstructions1.Shouldhaveapositiveattitude2.Shouldbeagoodteammember

ThestepsforconstructionofGapAnalysis:

StepI:ReviewofCompetencymapping(Referconstructionofcompetencymapping)

StepII:ConstructionofTrainingNeedIdentified.

StepIII:FormationofGapAnalysisthroughcomparisonofStepI&II.

OBSERVATION&CONCLUSION

Aftergoingthroughlongsteptoreviewcompetencymapping,gapanalysis&TNA,theobservationwasnotmuchsurprising.AsthecompanynamedLIPLisawellknowncompanywhospendscroresofmoneytocatertheemployees&theirdevelopment.Sothattheycancometothelevelofpresentupcomingcutthroatcompetition.Thecompanyfocusesonselfdevelopmentworkshop,costconsciousnessetc.HODSaretheonewhoarebusyinpreparingthemoduleofproductawareness.Leadingtocomparisonofdifferentbrandsofcement.Thegapsrangedfrom2or3&1inskills,wellnogapwasfoundinattitude.Hencethedepts.Headisputtingallthecontributionitcancontributefortheprogressoftheemployees&company.

ASHKANI.SHREE

HI..thisisshreedharimnewtoCiteHR,plshelpmeifuhaveanyinformationregarding"DevelopingacompetencyframeworkforworkmeninIndianConstructionIndustryas"asimdoingmyprojectonthistopic...myemailidis

regardsshreedhar

NISIGANDHA87



HowtoascertainTrainningvsSkillsmatrix?AlsowhatisthecorrectwaytoderivetheCapabilitymatrixofMechanical/ElectricalengineerswithrespecttoPrintingmachineservicing?

PREETHI.MBA

HiAnkit,IamdoingMyMBAProjectinCompetencymappingforthequalitydepartmentforavalvesmanufacturingcompany....

Iamsopleasedtoseeurattachmnethere....CANYOUPLEASEHELPregardignmyproject....Iamdoingacompetencemappingframeworkin4levels1.basic2.competitive3.advanced4.expert

ButiamnotabletogetwithqualitiesandskillsneededtoproceddtoeachlevelinQualitydepartment..kindlyhelpme....asiamstrugglingtofinishmyproject.....hopingforyouquickresponse

Quote:

OriginallyPostedbyankitchaturvediDearFriend....,

Iamattachingehrewithsomefilesregarding"COmpetencyMapping".....

Ihopetheymighthelpyouout....

Regards

Ankit09869851356

PREETHI.MBA

Hieveryone....Ihopethere'slotofmentorsappearingheretoguidepeoplewhoarebegineerslikeus..Iamrightnowdoingaprojectincompetencymappinginqualitydepartmentofavalvesmanufacturingfirm...Ihavedecidedtocatagorisecompetencyinto4levels,basic,competitive,advancedandexpertlevel..butiamreallyinsearchofthequalitiesandskillsetsneededtoapersonnelinqualitycontrolandqualityassurancetomeetwiththesevariouslevels..

kindlycananyonehelpmeoutwithsuggestionsandotherdatasources..Mymailidis,anddoplzsendanyattchmentsreagdingmywork....thanks



PostYourReply PostAsNewThreadInstead

MORE 1 2 NEXT

seekingforyouearliestreply

SS_SALUJA

Hi,CananybodygivemeaknowledgeongradesdeployedtoanemployeebytheHR.Ifpossiblespecifythegrades.RegardsSarab

JITENDRADAGRT

hi,cananybodygivemeproperknowledgeabout"customersatisfactionfeedbackonqualityandtimelinessofadministrationservices".qualityservicesforourinternalcustomers.sendmeppts,projectoranyinformation.mailme

AddYourMessageKeepYourConductProfessionalAndPolite.

Disclaimer:Thisnetworkandtheadviceprovidedingoodfaithbyourmembersonlyfacilitatesasadirectiontowardstheactionsnecessary.Theadviceshouldbevalidatedbyproperconsultationwithacertifiedprofessional.Thenetworkorthemembersprovidingadvicecannotbeheldliableforanyconsequences,underanycircumstances.

AdsbyGoogle

CompetencyMappingRiskManagementMatrixLeadershipSkill



ExploreTopicalKnowledgeAreas

HRSoftwaremyadrenalin.com/HR+SoftwareHR,Payroll,PerformanceMgmt,TimeandAttendance.GetFreeDemoNow!

1YearOnlineMBARs.7500PerformanceAppraisalPerformanceManagementCompetenceManagementPayroll&SalarySoftwareRiskUncertaintyJournalStudyMBAatAmity

ExcellentHRSlides

TopicCategories>> careerdevelopment careerplanning

competencybasedinterview competencymapping datacollection

framework humanresources interviewtechnique

interviewingtechniques jobdescription jobseekers



InterestingRelevantDiscussions

ContractLabourActFormsRequiredPrincipleEmployer

HowToImproveMyEnglishCommunication

HowWeCanFillupPfChallanLabourLaws

EmployeeGradeAndSalaryStructure

FactoryActKarnatakaFactoriesRules

LabourLawsForHrProfessionals.TerminatingAnEmployee

ManpowerPlanning&BudgetingFormat

FormatPersonalInformationForm&InterviewAssessementSheet

MyMbaProjectCompetencyMapping

DISCUSSSIONSTATISTICS

17LIKES

18074VIEWS

12REPLIES

RelatedInformation

Competencymatrix&skillmatrixformatHiIwanttodevelopcompetencymatrix&skillmatrixwithinmyorganization.Soplease...

Competencymatrix&skillmatrixDearSirIwanttoknowthedifferencebetweenCompetencyMatrix&SkillMatrix.Thanks.....

HowtodesignacompetencymatrixsheetDearAllCansomeonehelpmeindesigingacompetencymatrixsheet.Iwanttoknow...

RegardingskillmatrixWearestartingaHRDepartmentinourcompany.Iwanttostartskillmatrix...

interviewingtechniques jobdescription jobseekers

LocationIndiaMadras manufacturingcompany manufacturingprocess

mbaproject positiveattitude samplingtechnique selfdevelopment

skillmatrix successfactors teambuilding technicalskill

trainingneedassessment CompleteListOfCategories



ShareThisDiscussion:

FINDINFORMATIONREQUIREDRESEARCH

Skillmatrix&competencymappingDearSeniorsPleaseletmeknow"WhywedoSkillMatrix&CompetencyMappingof...

DownloadThread

Competencyevaluation.pdf(2129Downloads)

SkillMatrix.xls(7716Downloads)

SkillMatrix.doc(4587Downloads)

Cite.Cohelpspeoplecometogethertosolveeachother'sproblemsonallaspectsofprofessionallife.

3MUsers,100K+Documents&450K+Discussions

AboutUsAdvertiseContactUsRSSOnGoogle+ Cite.CommunitiesAlltrademarksandcopyrightsheldbyrespectiveowners.Membercommentsareownedbytheposter.

PrivacyPolicy|Disclaimer|TermsOfServiceFacebookPage|FollowUsOnTwitter|LinkedinNetwork