"Competency mapping" is to identify the required process capability refers to the process. The necessary procedures for the organization is decide an important activity. Organizations for the implementation of future can identify key areas of its activities, you can take necessary measures. The Mapping capabilities, processes, and the ability to designate these activities by sub-components will break all of the activities identified.
Proper operation and potential for success of the organization is determine the key areas to perform the mapping operation. An identified skill, work skills, including technology-based approach is based on the conceptual knowledge. All aspects of this important work with the organization's actions have led to determine the exact status of processes.
Competency mapping is made up of two words – Efficiency and Mapping, where, to conduct a process mapping activities, the ability to schedule all necessary means to clarify the basic characteristics. An important process in determining the appropriate activities with the completion of the mapping capabilities are needed.
Then Design a Competency Model Need to Consider Several Factors,
1. Context:
Condition that is bound to efficient. They are namely, effect of specific organizational objectives or goals like efficiency “A better artist has been linked to a particular setting". Therefore, depending on the model can be developed for the design of:
* Total organization for Ex. core competencies, or values
* Complete feature for Ex. Finance, Human Resources
* Specific roles for Ex. Human Resources generalist
* certain operations for Ex. compensation analyst
2. Orientation Level:
Model in the direction of the level cover this aspect, the model or future will reflect the requirements of current operations. Degree of future-oriented model to the organization and the speed of the nature of changes occurring within the organization and implementation plan are to rely on. You can create efficiencies, the organization's future requirements; they will be based on the model to determine if that; best practices, benchmark data, and future performance should be used.
3. Complexity Level:
Two other important factors, behavioral competency model and the degree of complexity and detail of the length mentioned in the development of indicators should be considered. Qualification Initiative model often too wide and too long too many times and groups too many resources are spent editing the action and because of failure. Thus the manner the organization is to provide a simple framework to fail. The best Model works follow the 80-20 rule. They provide 20% and 80% of the outstanding performance of the drive to deal with.
4. The Model must be Linked To Strategy:
Contribute to an effective competency model for the event will support the company's strategy and goals. For example, if the company barriers between function and model, the skills required to explain behavior. Likewise, the goal for all employees to communicate and work effectively, the model describes how to show eligibility to work is guaranteed.
5. The Model must have a Company Specific:
Unlike many job descriptions, competency models cannot easily transferable between companies. Corporate culture, strategy, size, and industry-unique features required for a company that is determined by capacity. In normal circumstances, the fact that the necessary competencies as a company that many analysts will work. Health care companies as a financial analyst at automotive manufacturers, a very important feature, for example those financial analyst, is a different need.
6. The Development Model must be Flexible:
The performance management tool model work is best qualified. It provides details of the difference between different levels of efficiency as the employee is working on. That the current level of competence is required to developing a company's staff. In this sense, competency model should not be binding is still required. It is enough for the success of different approaches to accommodate the changing business environment can be applied to flexible, easy, and requires a lot easier to understand.
7. The Model must be Future-Oriented:
In the future - its ability to stimulate organizational change model, the view was looking for. Work outside the traditional definition of efficiency in terms of how much, but rather how evolution works and the best vocal ability will do more to help in the future. In addition, this technology is needed to understand how staff development time to ensure that a model sufficient to increase lifespan.
No comments:
Post a Comment