IS YOUR TEAM COMPETENT OR ARE YOU COMPROMISING ON THEIR COMPETENCY….
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This topic is going to discuss what is competency, which are all the different type of competency and how to do a competency map of your present staff and its importance.
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This document discusses competency mapping. It defines competency as an underlying characteristic that enables superior job performance. Competency mapping is the process of assessing individual strengths and how they align with competencies needed for roles. It involves identifying competencies, collecting employee responses on competencies, and analyzing gaps between individual and role competencies. Competency mapping is used for recruitment, training, career planning, performance management, and rewards to improve employee and organizational performance.
How To Use Assessment for Executive Hire
When hiring an executive, you cannot afford for the candidate to be anything short of a success. While there are tangible costs associated with recruiting the wrong person, there are also intangible costs to consider.
The wrong executive hire can cause significant disruption and damage to morale and productivity and diminish work quality and your business’s overall reputation.
With changing times, business operations are transforming, complexities are increasing, workforce diversity is growing, and tech is emerging at the forefront.
These transformations call for leaders who are adept communicators, agile and flexible in their approach, analytical thinkers and quick decision-makers.
With these, it is therefore imperative to deploy assessment tests to determine the executive’s observable behaviours and evaluate how they approach challenges, engage in interpersonal communication, and solve problems, thus enabling you to understand how to leverage the incoming leader’s strengths, given the needs and business strategy.
In this deck, you will learn;
1. The basis of executive hiring using Assessment
2. Proven strategies to adopt when filling an executive position
3. Path to take when deploying Assessment
4. How to use Assessment for hiring Senior staff
Part 2 Succession Planning.pptx
Here are some key questions to assess an individual's problem-solving skills through 360 degree feedback:
26. Does this employee identify issues/problems independently and propose effective solutions?
27. How well does the employee analyze complex problems and break them down into more manageable parts?
28. Does the employee consider different perspectives and alternatives before deciding on the best solution?
29. How good is the employee at prioritizing multiple problems based on urgency and impact?
30. Does the employee involve relevant stakeholders while solving problems and building consensus?
31. How well does the employee communicate problems and proposed solutions to others?
32. Does the employee follow through on problem resolution and ensure issues don't recur
FUNCTIONS-ROLES-AND-SKILLS-OF-A-MANAGER.pptx
This document discusses the functions, roles, and skills of a manager. It begins by defining a manager as someone who plans, organizes, leads, and controls people to achieve organizational goals. It then outlines the main functions of management as planning, organizing, leading, and controlling. It differentiates between the three levels of management - top-level managers who make strategic decisions, middle-level managers who implement strategies, and frontline managers who oversee daily operations. Finally, it discusses important managerial skills like conceptual skills, technical skills, and human skills, as well as the ten main roles managers play as identified by Mintzberg, including figurehead, leader, liaison, monitor, disseminator, spokesperson, entrepreneur
Competency
Competency mapping, techniques and models, what is competency mapping, when should competencies be used, techniques, competency models
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Human Resources Planning, Recruitment, Selection, and Placement.pdf
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MB0038 – Management Process and Organization Behavior
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This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
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Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
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https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
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IS YOUR TEAM COMPETENT OR ARE YOU COMPROMISING ON THEIR COMPETENCY….
- 1. My job my passion- cbhrproject@gmail.com Page 1 IS YOUR TEAM COMPETENT OR ARE YOU COMPROMISING ON THEIR COMPETENCY…. Business success always depends on the competency of the team, cultural fit and consistency, so many situations it has been observed that organizations are losing the business track because their team is not competent or they are compromising on the competency of the team. This topic is going to discuss about what is competency, which are all the different type of competency and how to do a competency map of your present staff and its importance WHAT IS COMPETENCY? “A combination of knowledge, skills, attitude and personality of an individual as applied to a role or job in the context of the present and future environment that accounts for sustained success within the framework of Organizational Values. Sometimes competencies are also defined as “cluster of successful behaviours.” FIVE TYPES OF COMPETENCY CHARACTERISTICS: Knowledge: Information a person has in specific content area. Skill: The ability to perform a certain physical or mental task. Self-concept: A person’s attitude, values, or self-image. Motives: What drives someone’s behaviour in a particular area (an underlying need for achievement, affiliation or power) Traits: A typical aspect of a person’s behaviour. Visible competencies such as knowledge and skills may be somewhat technical competencies basically required by the job, whereas hidden competencies such as self-concept, traits and motives are behavioural competencies that drive an individual’s performance in the job.
- 2. My job my passion- cbhrproject@gmail.com Page 2 CLASSIFICATION OF COMPETENCIES: A. Core Competencies: A core competency is defined as an internal capability that is critical to the success of business. These are organizational competencies that all individuals are expected to possess. These competencies define what the organization values the most in people. 1. Core competencies define what an organization values most in its people. E.G. An organization might want its people to possess Teamwork, flexibility and communication skills. 2. Core competencies are not seen as being fixed, they must change in response to changes in the company’s environment. 3. They are flexible & evolve over time, as a business adapts to new circumstances & opportunities, so its core competencies will have to adapt & change. B. Professional / Functional Competencies: These competencies are grouped for each job within the organization. E.G. Competencies for H.R. Manager C. Behavioral Competencies: Refer to competencies that are required by people in terms of behaviour. E.G. Building & Maintaining relationships. D. Threshold Competencies: The characteristics required by a job holder to perform a job effectively are called threshold competencies. It represents the essential characteristics, that everyone in a job needs to be at least minimally effective – e.g. ability to read. E. Differentiating Competencies: These competencies distinguish a superior performer from an average performer. E.G. Achievement orientation is a competency that differentiates a superior sales performer from the other average sales persons in the organization. WHAT IS COMPETENCY MAPPING Competency Mapping is a process of identifying the key competencies for an organization /or a job and incorporating those competencies throughout the various processes (i.e. job evaluation, training, recruitment, performance management, career planning and so on) of the organization.
- 3. My job my passion- cbhrproject@gmail.com Page 3 How to do competency mapping –It can be done through the below steps: 1. Identify the role. 2. Prepare the Job Description and identify its job elements. 3. Create a job element analysis table and identify the knowledge, skill and functional competencies associated with those job elements. 4. Define the Quan comm. for behavioural competencies. 5. Prepare BARS (behaviourally anchored rating scale) for each competency of the role- The scale usually used is a 3-Point or 5-Point scale. IMPORTANCE OF COMPETENCY MAPPING. In today’s management world and especially in the Human Resource realm, the term competency mapping has gained tremendous importance and popularity because it benefits the organization, managers and the employees himself. Organizations are contending globally and they wanted to create a competitive edge over the other. Companies are investing a tremendous amount of time and money to have competent employees or develop ordinary employees to extra-ordinary employees by developing distinguishable competencies. Managers and HR professional have realized the importance of competency mapping and they believe in that, the future belongs to competent people and competency based organizations.