Identifying CompetenciesHow to look<br />RashmiNavaghane<br />
Analysis Steps<br />At Least 4 member team<br />Conduct BEI for study<br />Experienced Interviewers preferred<br />For the...
Individual Analysis of Interview<br />Work in pairs<br />Each analyst receives bei transcript<br />Mix of 4-6 superior and...
Examples <br />I had one student, a black woman ,who was struggling ( See students problem)<br />She had  a real desire to...
Interpersonal competencies<br />
Cognitive Competencies<br />Example – “Cold Call “Sales person<br />Frequent rejection<br />StimulusAffect CognitionAction...
Thematic Analysis team Definition of Competencies<br /><ul><li>Day long sessions to discuss and document competency themes
Each analyst describes the theme he has found
Theme should be </li></ul>Positive themes – Superior performers<br />Negative themes– Average performers<br />Threshold th...
Boil down group competencies to smallest number of competencies clusters</li></li></ul><li>Questions -<br />Are the data b...
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Identifying competencies

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Identifying competencies

  1. 1. Identifying CompetenciesHow to look<br />RashmiNavaghane<br />
  2. 2. Analysis Steps<br />At Least 4 member team<br />Conduct BEI for study<br />Experienced Interviewers preferred<br />For their experience in observing subjects in their work settings<br />Team members are more sensitive to the nuisances, language and culture<br />
  3. 3. Individual Analysis of Interview<br />Work in pairs<br />Each analyst receives bei transcript<br />Mix of 4-6 superior and average interviewees<br />Minimizes analyst bias and provides variety of analyst perspective<br />Procedure<br />Read <br />Identify<br />Underline<br />Noted and coded<br />Use of own abbreviations and themes<br />High tech method of coding, use a word processor with multiple windows<br />Transcript in one window and competency dictionary in another<br />
  4. 4. Examples <br />I had one student, a black woman ,who was struggling ( See students problem)<br />She had a real desire to learn ( Positive expectations)<br />How’s it going, Jyoti ? (invited student to talk)<br />I convinced them to do better ( Impact and Influence )<br />I am really worried.<br />I am glad you said that,itsounds good <br />She did it extremely well<br />
  5. 5. Interpersonal competencies<br />
  6. 6. Cognitive Competencies<br />Example – “Cold Call “Sales person<br />Frequent rejection<br />StimulusAffect CognitionAction<br />
  7. 7. Thematic Analysis team Definition of Competencies<br /><ul><li>Day long sessions to discuss and document competency themes
  8. 8. Each analyst describes the theme he has found
  9. 9. Theme should be </li></ul>Positive themes – Superior performers<br />Negative themes– Average performers<br />Threshold themes – All performers<br /><ul><li>New competencies – simple presence/absence behavioral indicators
  10. 10. Boil down group competencies to smallest number of competencies clusters</li></li></ul><li>Questions -<br />Are the data believable ?<br />Check any unusual /missing values ?<br />Which competencies are important ?<br />Is there a pattern to how competencies occur ?<br />Which competencies and which levels contain most data?<br />How does competency play out in the job being <br /> studied ?<br />
  11. 11. Validations Steps<br />Preliminary testing<br />Analyst team meets to reconcile coding<br />Statistical Analysis of preliminary BEI Sample<br />Steps 2 & 3 may be repeated<br />Coding the remainder of the BEI Sample<br />Final Statistical Analysis<br />Preparation of final competency codebook for the job.<br />
  12. 12. Thank You<br />
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