compentency mapping - by leela dhar bobba of apollo institute of health administration
TRANSCRIPT
COMPETENCY MAPPING
B LEELA DHARMDHM (OU) 2014-16; AIHAROLL NO 1404-01-676031(INDIA) 94904-68518; [email protected]
INTRO
QUESTION 1
WHAT IS NATURE’S WAY OF SELECTION ?
QUESTION 2
WHAT IS MARKET’S WAY OF SELECTION ?
ANSWER 1
DARWIN’S THEORY - SURVIVAL OF THE FITTEST
ANSWER 2
SURVIVAL OF THE “COMPETENT”
SELECTOR - IN NATURE
GOD
SELECTOR - IN MARKET
HUMANS
PREVIEWINTRO
HISTORY, DEFINITION & NEED.
TYPES & STEPS
METHODS & ACHEIVEMENTS
CONCLUSION
HISTORY , DEFINITION
&
NEED
HISTORYSIR FRANCIS GALTON & COL JOHN FLANAGAN
1954 - CRITICAL INCIDENTS TECHNIQUEUSAF – AVIATION PSYCHOLOGY PROGRAM.
DAVID MC CLELLAND1960 - “COMPETENCY” USED.1973 – COMPETENCE BETTER THAN
INTELLIGENCEBEI – BEHAVIOURIAL EVENT INTERVIEW.
BOYATZIS.1982 - THE COMPETENT MANAGER.
DEFINITION
COMPETENCY - ABILITIES/ SKILLS/ BEHAVIOURS OF PERSONS TO DO A JOB PROPERLY. (DIMENSIONS OF BEHAVIOUR AND SKILLS)
COMPETENCE - AREAS OF WORK WHICH CAN BE ACCOMPLISHED BY A PERSON WITH HIS ABILITIES/ BEHAVIOURS.
NEED FOR COMPETENCY MAPPING
TRAINING & DEVELOPMENT.
RECRUITMENT & SELECTION.CAREER PLANNING.
PERFORMANCE APPRAISAL.
SUCCESSION PLANNING.
COMPENSATION MANAGEMENT.
REPLACEMENT PLANNING.
TYPES
&
STEPS
TYPES CASE STUDIES (INDIAN SCENE).
FILM STARS IN POLITICS.
MISS INDIAS IN FILMS.
KAPILS DEVILS - 1983.
NIKE & REEBOK.
VESPA SCOOTERS.
TOYOTA VS HONDA.
TYPES
DEFINITION - COMPETENCY
BEHAVIOUR (OR A SET OF BEHAVIOURS) OF INDIVIDUALS THOSE RESULT IN OPTIMUM / EXCELLENT PERFORMANCE IN A JOB AS PER ITS CONTENT.
BEHAVIOUR
TRAITS
SKILLSKNOWLEDG
E
VALUESSTANDARDS
EXPER
EINCE
MOTIVESBELIEFS
ETHICS
JUDGEMENTS
ATTITUDE
BEHAVIOUR
TRAITS
SKILLS
KNOWLEDGE
VALUES
STANDARDS
EXPEREIN
CE
MOTIVESBELIEFS
ETHICS
JUDGEMENTS
ATTITUDE
TYPES
INDIVIDUAL
TEAM
ORGANISATIONAL
FUNCTIONAL
MANAGERIAL
ATTITUDNAL
STEPS1. CONDUCT JOB ANALYSIS – POSITION INFORMATION
QUESTIONNAIRE (PIQ) TO INCUMBENTS. “KEY BEHAVIOURS” NOTED.
2. COMPETENCY BASED JOB DESCRIPTION DEVELOPED - STANDARD COMPETENCIES DEFINED.
3. FACTORS FOR ASSESSMENT – OBJECTIVE EVALUATION OF COMPETENCIES IS DONE.
4. RESULTS USED FOR TRAINING THE EMPLOYEE FOR FUTHER DEVELOPMENT AND ULTIMATE SUCCESS OF THE ORGANISATION
METHODS
&
ACHEIVEMENTS
METHODS1. ASSESSMENT CENTER.
A PROCEDURE – NOT LOCATION.AT&T CO. IN 1960.ASSESSORS – SR MANAGERS/ EXPERIENCED PERSONS.COMPLEX PROCESS – PREDICTS LONG RG PORTENTIAL.NO OF EXERCISES & SIMULATIONS.
GROUP DISCUSSIONS.IN TRAY.ROLE PLAY.CASE STUDIES.ANALYSIS EXERCISES.
IDENTIFIES.
+VE TASK ROLE +VE MAINTAINENCE ROLE
INITIATOR.INFO SEEKER.INFO GIVER.OPINION SEEKER.OPINION GIVER.SUMMARISER
SOCIAL SUPPORTER.HARMONIZER.TENSION RELEIVER.ENERGIZER.COMPROMISER.GATE KEEPER.
METHODS2. CRITICAL INCIDENTS TECHNIQUE.3. INTERVIEW TECHNIQUE. (MOSTLY USED)4. QUESTIONNAIRE TECHNIQUE.
COMMON METRIC QUESTIONNAIRE.FUNCTIONAL JOB ANALYSIS.MULTI-PURPOSE OCCUPATIONAL SYSTEM ANALYSIS INVENTORY (MOSAIC).OCCUPATIONAL ANALYSIS INVENTORY.POSITION ANALYSIS QUESTIONNAIRE.
2. PSYCHOMETRIC TESTS.APTITUTE TESTS.ACHIEVEMENT TESTS.
Recruitment & Selection
Performance Management System
Training
Development
Compensation Management
ACHIEVEMENTS
CONCLUSION
YOU
YOUR BEHAVIOUR MARKET
MARKET CAN’T AFFORD THIS - BECAUSE OF YOUR BEHAVIOUR
LESSONS FOR LIFE TO SUCCEED
UNDERSTAND WHEN SOMEBODY SAYS “BEHAVE”.
ANALYSE YOUR OWN “BEHAVIOUR”.
A GOOD FRIEND - SHOULD BE A GOOD CRITIC.
SURVIVAL OF THE FITTEST - NATURE.
SUCCESS IS FOR THE COMPETENT - MARKET.
BEHAVE OR BELITTLED AND BE LEFT BEHIND
MAKE A CHOICE TODAY.
THANKS
&
ALL THE BEST