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Kultur Dokumente
I Data recording
II Analyzing the data
III Content analysis of verbal expression
IV Validating the competency models
I Data Recording
i)Identify exhaustive an set of job families in the organization eg: Accounting, brand management,
production management, engineering & maintenance etc
vii) Conduct a peer review exercise from one role incumbent to another
i) Each job has its minimum skill requirements to perform their role effectively
ii) Determine skills required to perform a job effectively
iii) Assign weights to each of the skills on a 5 point scale, to establish relative importance
iv) Map the skills on an inter job family comparable basis
v) Enable each job family & jobs within those job families to gain consistency
vi) These skills requirements are determined on a functional basis & managerial basis that
would enable a role incumbent to perform his/her job
vii) Consequently, has a set of critical or major skills & a set of supplementary skills.
Supplementary skills would be a sub set of major skills to make the role incumbent
performing the major skills
viii) Identification of such skill set, would establish a boundary within which competency should
be defined
ix) Skills could be in some role profiles called as abilities, attributes etc.
ii) Evaluate the relative important scores that have been given to each skill or skill sets
iii) Add or eliminate skills that appear to overlap & may cause conceptual confusion
iv) Clarify additional skills & reason for placing those skills
v) Relook at a profile now in particular role expectation section & evaluate whether it is reached the
expectation
vi) Evaluate the competency have been already mentioned. To study whether they are applicable or not
& list all required skills
vii) Probable competency analysis would enable the evaluator to determine, whether all
required skills have been listed & defined. This act as a check point
i) The probable competency has now reviewed to check for any internal consistency, validity versus other
jobs, exhaustiveness of competencies to fulfill objective & purpose
ii)The competencies are now finalized for each job. It has several process namely: top mgt meetings,
focus groups, benchmarking, desired set of competency that are futuristic
i) Each competency is placed in an individual & multiple boxes with both job family & competency
listed.
ii) The skill requirement for each of the said competency in each of the levels should be defined because
it may differ from one job to another
iii) Each of the competency are now defined in the context of role profile
i)This is hard & difficult process involving the top management, focus groups, benchmark information on
proficiency levels articulated by other comparable organization
ii) Mandate & iterative process to compare & cross-examine on definitions. This is to prevent an
ambitious for a lower level of proficiency requirement
iii)Define what proficiency means to the organization, what use it be put to within the organization
iv) Define levels & differentiate between appraisal ranking & proficiency levels
v)A higher level of competency is not required for each of the organization
Validating
i)Bring together an appropriate focus groups consisting of top mgt, cross-section of managers & typical
role profile holders, validate the findings done in all the stages in regard to skills & competency profiled
ii) Conduct a validate exercise to check possibilities of implementation, time & the process involved to
roll out through enterprise
iii)Define milestones
v)Evaluate the exercise whether it generated adequate data & information to progress competency
vi) Reestablish the business case for implementing competency development process
i)Proficiency analysis & validation is essential is necessary it may cause considerable concentration to
understand the job value, proficiency levels
ii) Illustrate with examples how proficiency levels are expressed, valued, & how they would used
iii) Handle insecurities & threat perception in the usage of proficiency levels
i) Focus on competency definitions. Refine them to absorb errors inaccurate conceptual clarity,
lack of understanding, etc
Ii)Apply writing skills in a simple way, capture the fundamental meaning & intend application of
competency