Public Notice
Consulting Intervention
COMPETENCY MAPPING
BY
ASSESSMENT CENTERS
Intervention with help of our consultants or just purchase tool kit to do it yourself
Assessment center is a process not a place which, generally, comprises a number of exercises or simulations designed to replicate the tasks demands of the job for which a candidate is being considered which are designed to replicate the tasks and demands of the job for which a candidate is being considered.
These exercises/simulations are designed in such a way that a candidate can undertake them both singly and together with others for which they are observed by assessors while they are doing the exercises.
OBJECTIVES ARE TO
Ø Identify individuals with high potential to optimize their development and growth opportunities in order to increase their productivity and efficiency.
Ø Develop organizational interventions on the basis of the assessment results to optimize the growth process.
PURPOSE OF ASSESSMENT
The purpose of the assessment is to judge competence on the basis of performance against the performance criteria set out under each element of competency.
A participant is judged whether competent or not and/or they can be developed to meet organizational needs.
Assessment results can also help in setting the direction and pace of career path and personal and professional growth.
COVERAGE
Ø Competency assessment
Ø Competency categories
Ø 8-9 Types of exercises that will be used in assessment center for competency mapping
Ø Gap analysis
METHODS AND TOOLS TO BE USED
Phase – I: Meeting with the top management group to identify competencies for the target group:
To do the above work of the Phase-I, we shall use two broad categories of approach (to be discussed in person when projects are to be finalised)
Phase —II: Mapping the competencies of the target groups
To assess the competencies of the target group, we shall take the route of Assessment Center Methodology. That means, we shall be using 8-9 tools (depending upon the needs) with a view to
(a) Assess each competency by two (at least) tools,
(b) Assess each competency by two (at least) assesses, and
(c) Assess each individual for each competency by two or more assessors.
The above mentioned 3 pronged attack will give definite edge to our methodology by accruing a very high level of reliability and validity to the results and conclusions regarding each individual case.
While doing Competency Mapping, we propose to employ the following or some other tools as required. The exact tools will be decided after the first phase that is, consultation with the management representatives/HR functionaries from the concerned organisation is completed:
1. LGD
2. In-Basket Exercise
3. BEI
4. Role-Plays
5. Business Games
6. Case Analysis
7. Psychometric test (1)
8. Psychometric test (2)
9. Psychometric test (3) SC Exercise
These tools will be a mix of especially prepared/adapted/edited/modified versions of psychological and other behavioral and management instruments/tools.
NUMBER OF CONSULTANTS’ DAYS INVOLVED:
Total Consultants’ Days will depend on the number of individuals to be assessed and the number of the group involved.
DURATION
Duration will depend on the number of individuals and the groups to be covered in the exercise.
We take not more than 15 individuals in one group for assessment.
METHODOLOGY
The program will use a mixed package of methods tests, discussion and interviews as described above.
TARGET GROUPS
The program is targeted to all employees at all levels.
VENUE
Preferably residential and outside the work premises.
FACULTY
Assessment exercises will done by a team of senior consultant (s), researchers and support staff (s) of the SALAHKAAR CONSULTANTS.
OUR GENERAL TERMS AND CONDITIONS FOR TRAINING ACTIVITIES
PROFESSIONAL FEES:
We propose the financial for our fees and other charges here in under. These charges will vary according to the number of persons available to us for assessment. They are as follows:
Ø If the Batch size is of 50-100 participants – Rate will be USD ……. (or Rs. ……..(will be mutually decided)) only per head
Ø If the Batch size is of 100-200 participants – Rate will be USD ……. (or Rs. ……..(will be mutually decided)) only per head
Ø If the Batch size is of above 200 participants –Rate will be USD USD ……. (or Rs. ……..(will be mutually decided)) only per head
This fee includes professional fees, cost of one copy of the instruments and co-ordination charges only.
The exact fee will be quoted to the individual clients.
OTHER COST:
The Company will also bear the travel cost for all Faculty, research staff and staff/coordinators by Air/I-AC train// AC Taxi from Pune/Mumbai/Vadodara/Ahmedabad to the Program site. Company will also arrange for all local hospitality and support facilities
PAYMENT CONDITIONS:
Conditions will be supplied at the time of proposal submission.
IMPORTANT CONDITIONS: We shall need at least 15 days time from the date of work order for the arrangement for the assessment to begin.
Also read our ready proposal here
We welcome your inquiry. Contact us today.
More information about Competency Mapping is seen below.
The article below is written by our Intern, Shraddha Doshi:
COMPETENCY MAPPING
What is competency?
Competence is the power to perform things efficiently. A regulated need of the individual to do a specific job successfully is called competence. It is a combination of knowledge, skills, and behavior used to enhance the performance. More generally, it is an outlook in achieving the specific role appropriately. Competency has various characteristics, types, and level of applications.
Competency mapping- Introduction
Competency mapping is one of the advanced levels of application. Competency mapping recognizes an individual’s strengths and weaknesses. The aim is to enable the person to better understand oneself and to point out where career development efforts need to be directed.
It majorly involves the nature and scope of particular job role, the necessary talent, required knowledge level and behavioral capacities require applying on the specific work role. It plays a vital role in appointing, recruiting and treasuring the right people. When the competency required for particular position is mapped, an accurate job profile is created.
Definition
Competency mapping identifies the precise set of capabilities and proficiency levels needed for every role in the organization. It is stated as a process of identifying the key attributes and essential skills necessary for each position and process within the company. Motive, Traits, Skills, Knowledge, and Self-concept (self-image or self-attitude) are the most important individual characteristics of individual in a competency. Competency mapping is the process through which one approaches and determines one’s strength as an individual worker.
Description
To focus on better performance, to improve time management and to build the competition in a core, we require competency mapping. The two main stages for competency mapping involve Job Analysis and Behavioral event interview.
- In the stage of Job Analysis, the company needs to list core competency requirements for the job concerned. The next step should be of a competency scale for the job on the parameters previously identified. Taking it one step further by using the evaluated results to give additional training to the employees which will help to focus on training needs on the goals of position and company, resulting in ultimate development and success.
- A behavioral interview is designed in a way to collect information about past behavior. As past performance is key predictor of future behavior. This type of interviews attempts to uncover past performances by asking open ended questions Each questions help the interviewer to better understand your key skill area required for role position, through your experiences.
Conclusion
It enhances the understanding of development and individual gets necessary tools to take their own responsibility for overall development and success. It gives managers a tool to empower them to develop the people
