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Competency Mapping & Assessment or its steps |
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| Date Added: September 26, 2011 09:34:03 AM | |
| Author: nahrs | |
| Category: Arts & Humanities Art Culture Museums: News and Media | |
Competency Mapping & Assessment is a process to identify the key proficiencies for the organization and work, or to include many different processes such as job evaluation, training, recruitment etc of the organization. Competency is defined as a behavior rather than skill or ability. Competency mapping is the approach to work-related skills. Competency Mapping & Assessment or its steps Competency Mapping & Assessment is the process of identifying the skills that can be performed successfully for the given job or series of tasks in a given time. Normally Competency Mapping & Assessment has two areas for examines the person one is emotional intelligence or emotional quotient, and other is individual strengths in areas such as team structure, leadership and decision making. It is to break a particular role and work into its components, functions or activities and to identify the skills needed to perform the same success. The steps include in mapping skills is presented below: 1) Perform a job analysis by taking the owners to complete a questionnaire to the position information. This can be provided for established businesses to supplement or used as a basis for the exercise of one-on-one interviews with PIQ as a guide. The main objective is to bring together owners what they see as the key behaviors needed to perform their respective tasks. 2) The results of job analysis, job description based on the competence develops. 3) A description of work based on skills, competency mapping can be done. Skills for the respective job description become factors in evaluating the performance evaluation. Use the skills will help make more objective assessments based on the performance or behavior. 4) Take further mapping skills; you can use the results of its assessment to identify individuals in the skills development and training. This helps you focus on the needs of training to achieve the objectives of the position and the company and help employees develop to the ultimate success of the organization The benefits of an organizationally-specific competency model include: It can act as a model for improving all aspects of recruitment and development. It specifies what selectors should be assessing in candidates. It provides the basis for the design of the assessment centre. It removes the subjectivity from assessment and performance evaluation. It facilitates the evaluation of validity, reliability, fairness and cost benefits. It gives a sense of ownership of the competency list. It describes competencies in language that is relevant to the organization. To know more about the Competency mapping NAME: - NAHRS URL: - http://www.nahrs.in/default.aspx Email: - nahrshumanresource@gmail.com |
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