Competency Evaluation

Human Resources » HR Metrics & Measurement

	Message From: lizhurley	Total Posts: 8	Join Date: 17/12/2008
Rank: Beginner	Post Date: 09/02/2011 11:16:21	Points: 40	Location: India

Can any one of you help me in mapping the competencies required for a position, in the organization. I am in the process of starting the exercise of Competency Mapping/Evaluation in the company, i need to know the exact flow of processes required, method of evaluating a job etc

Let me know the details ASAP..

	Message From: Menaka	Total Posts: 14	Join Date: 17/12/2008
Rank: Executive	Post Date: 09/02/2011 11:20:30	Points: 70	Location: India

As I have understood , competency itself is a very broad term and encompasses a broad range from knowledge, skills to attitude and values!

The methodology that is followed for traditional competency mapping is to identify good performers and average performers at a particualr job and conduct a BEI [Behavioural Event Interview] from where the threshold [what it takes to servive at the job] and the distinguishing [what it takes to excel at the job] competencies are identified. Hay McBer kicked off this method and it takes a person who has the necessary skills to do this BEI.

Other methods of assessing competencies is to have a expert committee who will look into emerging job categories and what will the competencies necessary to excel and perform at these new jobs.

Of course, these methods are far from exact, as with most methods that deal with human beings...and assume a lot too...like the distinguishing competencies of a service industry soon moves to a threshold competency level....and in industries like ours, jobs and
even industries themselves are evolving everyday!!

	Message From: Lakshman.hrm	Total Posts: 17	Join Date: 17/12/2008
Rank: Executive	Post Date: 10/02/2011 03:50:29	Points: 85	Location: India

think you are speaking about evaluating a job/Job analysis, PMS (Performance management System) will help you in identifying the stars , deadwoods,workhorses in your manpower strength.

How to provide further intervention, interms of mapping a position with a behaviour ( BARS) is extremely difficult, i would really appreciate if all of us can provide their valuable inputs into the matter, to find out the exact process to map competencies with a position in the organisation.

How are you going to create a ideal profile for a position is the Question? I hope conducting interviews with managers will provide biases in the whole process, they will stereotype the position , according to their perceptions, biases. Can it be treated as ideal??

I will appreciate if we can discuss this issue further..

	Message From: praveenkumar	Total Posts: 2	Join Date: 17/12/2008
Rank: Beginner	Post Date: 17/02/2011 10:48:43	Points: 10	Location: India

competency evaluation is a means for teachers to determine the ability of their students in other ways besides the standardized test.

Usually this includes portfolio assessment. In language testing, it may also include student interviews and checklists (e.g., on a scale from 1 to 5 the student or teacher rates his or her ability to do such tasks as introducing one's family).

While various governments in Europe and Canada often employ competency evaluation to evaluate bilingual abilities of public employees, it has only recently begun to receive attention from the United States where large testing corporations have dominated language evaluation with financially lucrative performance tests such as the TOEFL, MCAT and SAT tests.

In psychology, competency can be evaluation to cover civil affairs, such as competency to handle personal finances, and competency to handle personal affairs (such as signing contracts).