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SkillMatrixandCompetencyEvaluationcareerdevelopment
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SkillMatrixAndCompetencyEvaluation
Charulatha_raghulStartedTheDiscussion:
DearAll,CanAnyoneGiveMeAnIdeaToHowToPrepareSkillMatrixAndConduct
CompetencyEvaluation.WhatAreMethodsWeCanDoCompetencyEvaluation?Regards,
Charulathal

LC3 Cement
Limestone Calcined Clay Cement Low Carbon, Low Cost, Low Capital

VIKRAMREDDYN

HiRahul

SkillMatrixisawaytocapture/identifytheskillsrequiredforaparticularjob.
Thiscanbeoftwotypesagain:1.TechnicalSkillMatrix,2.BehavioralSkillMatrix
Itisaway,where,youcanorshouldidentifytheSkillsrequiredforaparticularjob,inaparticular
department/team.
Pleasefindtheattachmentofskillmatrix.
Regards
Sandy

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ANKITCHATURVEDI

DearFriend....,Iamattachingehrewithsomefilesregarding"COmpetencyMapping".....Ihopethey
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mighthelpyouout....RegardsAnkit09869851356

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PREETIYADU

hicharulatharaghulimsendingudetailofaprojectandareviewofgapanalysiskindlygothrough
that&mailmeonmyid
.
regards
preeti
Thecompetencystudybeingundertakeninvolvesparametersofknowledge,skills,&attitude
requiredtoperformthejobs.Thereviewofcompetencymapping,gapanalysis&jobdescriptionhas
leadedtoalignthemwithrespecttoTrainingNeedIdentifiedofthedepartmentofqualityassurance
tothefutureplanoftheorganization.Thereisno.ofgradesfromLC01toLC07ineachdepartment
accordingtotherequirementtotherequirementofthedepartment.Thisresearchhasbeen
conductedatJojoberaCementPlant,AcementdivisionofLafargeIndiaPvt.Ltd.,Jamshedpur.
OBJECTIVE
Toreviewthejobdescriptionofthevariousjobsofthedepartment.
Toreviewthecompetencymappingofeachnatureofjobeachpositioninthedept.
Toalignthejobdescription,competencymapping,gapanalysis&trainingneedassessment.

SCOPE
TheDepartmentofQualityAssuranceinCementIndustry.
Forperformanceappraisaloftheemployees.

REVIEWOFLITERATURE
Overthepast10years,humanresources&organizationaldevelopmentprofessionalshave
generatedalotofinterestinthenotionofcompetenciesasakeyelement&measureofthe
performance.Competenciesarebecomingafrequentlyused&writtenaboutvehiclefor
organizationalapplicationsuchas:
Definingthefactorsforsuccessinjobs(i.e,work)&workroleswithintheorganization
Assessingthecurrentperformance&futuredevelopmentneedsofpersonsholdingjobsrole
Mappingsuccessionpossibilitiesforemployeeswithintheorganization
Selectingapplicantsforopenpositions,usingcompetencybasedinterviewingtechniques.
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Competenciesincludethecollectionofsuccessfactorsnecessaryforachievingimportantina
specificjoborworkroleinaparticularorganization.Successfactorarecombinationsofknowledge,
skills,&attitudeknownasKSAs.
Therearethreedefinitionswhicharenecessarytodiscuss:
CompetencyMap:Acompetencymapisalistofanindividualscompetenciesthatrepresentfactors
mostcriticaltosuccessingivenjobs,departments,organizations,orindustriesthatarepartofthe
individualscurrentcareerplan.
CompetencyMapping:Competencymappingisaprocessanindividualusestoidentity&describe
competenciesthatarethemostcriticaltosuccessinaworksituation&workroles.
TopCompetencies:Topcompetenciesarethemostimportanttoanindividualintheirongoingcareer
managementprocess.

Therearenumbersourcesthatdescribesomeverycommonpersonfunctioningcompetenciesfound
tobeimportantforemployeesatalllevelsacrossorganization.Onegoodquoteinthisareaisfrom
MichaelZwell(2000,Pgs5355),theauthorofcreatingcultureofcompetencieswhenhesays,
Fromthebodyofcompetencyresearchtodate,abasesetacompetencieswoulddifferentiatethe
topquartileofperformersfromtherestinmostpositionsinanorganization:initiative,influence,
ResultOrientation,Teamwork,ServiceOrientation&concernforquality.
HowdoCompetenciesrelatestoindividualCareerDevelopment?
Oneofthefirstencounterswithcompetenciesformostindividualsisinsecuringemploymentina
neworganization.Organizationthatarepurposefullyusingcuttingedgemethodstochoosetalentfor
positionsorprojectrolesareengaginginwhatiscalledcompetencybasedinterview&selection.
Latertheseareusedastoassessperformance,toencouragefuturedevelopmentplansfrom
individuals&toplanforsuccessionintheorganization.Ifwetaketheexampleofthefulcrum
network,anorganizationaldevelopmentconsultingbrokerageorganization.Fulcrumrecently
releasedamanualentitledHowtoHiretheRightConsultant,inwhichitidentified18factorsthatcan
usedtoevaluateconsultant,(FulcrumNetwork,2002,pg.10)Mostofthe18factorswouldbe
consideredcompetencies,accordingtothedefinitionincludedinthisresearch.
WhyshouldindividualEmployeesMaptheircompetencies?
Thereasonsare:
Gainsacleanersenseoftruemarketabilityintodaysjobmarketoncetheindividualknownhis/her
competenciescomparetothosethatareaskedforbythejobmarketinkeypositionsinterest.
Projectsanappearanceasacuttingedge&wellpreparedcandidate,whohastakenthetimeto
learnaboutcompetencies,investigatethoseindemand,&maphis/herowncompetenciespriorto
interviewing.
Demonstratesselfconfidencethatcomesfromknowingonescompetitiveadvantagesmore
convincingly&frombeingabletoarticulatethoseadvantagesinspecificlanguage.
Securesessentialinputtoresumedevelopmentasetofimportanttermstouseindescribe
expertisederivedfrompriorcareerexperience
Developsthecapabilitytocompareonesactualcompetenciestoanorganizationorposition
recruited/preferredcompetencies,inordertocreateanindividualDevelopmentPlan.
Reference:Careerplanning&adultDevelopmentNetwork
WhatisGapAnalysis?
GapAnalysisisthegapbetweenwhatis&whatoughttobe.Gapanalysisisaveryefficienttool
asitcouldbeofuseintheperformanceappraisalofemployees&indevelopingacompetency
basedpaysystem.Itestablishesmeasurementtoassessdifferenceintheperformancelevels&
tendstogivesuggestionstoovercomethedifference.

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THEEMOTIONALCOMPETENCYFRAMEWORK
Initiative
&committed
EmotionalAwareness

TeamBuilding
Serviceorientation&Politicalawareness
Innovation&Control
PERSONALCOMPETENCE
Conflictmanagement
RESEARCHMETHODOLOGY
SourcesofDataCollection:

Thisresearchwasdoneonthebasisofsecondarydata,whichwasprovidedtomebythe
organizationthroughtheconcernHRpersonnelofthecompanyi.e.,LafargeIndiaPvt.ltd.
Thedatacomprisesofjobdescriptionofseveralofpositionsofpermanentworkmen,competency
matrix(existing&desired)ofthedepartmentoftheorganization.
Universeforthestudy:

QualityDept.:ProcessAssistant(Chemist),UtilityHand(Sampleman),Jr.ProcessAsst.(Testercum
Gauger).ItconsistedofallthepermanentworkmensocalledNOPRsofthedept.ofQA.
DescriptioninDetail:
DesignationGradeNo.ofEmployeesNatureofjob
ProcessAssistantLC068Chemist
UtilityHandLC017Sampleman
Jr.ProcessAsst.LC053Testercum
Gauger
ToolofDataCollection:

Thetechniqueofdatacollectionforthestudywasthroughanunstructured&focusedinterview
conductedwiththeHODofthedept.anddetailofgapanalysis,jobdescription,competencycheck
whichwaspreparedtwoyearsback&TNAoftheemployees(NOPRs)fortheyear2007.

SamplingTechnique:

Asthetechniquearedeliberatesampling&convenience
Sampling.
Thestepsfollowedtoreviewthecompetencymapping:
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Thestepsfollowedtoreviewthecompetencymapping:

StepI:ReviewofJobdescriptionofQADeptt.
1.Chemist(QA)
GradeLC06
ProcessAssistant
Pageno.20
ShouldbeB.Scgraduate
Shouldpossessbasicknowledgeofcomputers.
ShouldbewellconversantwithISSpecificationforcement,relatedrawmaterial&testingprocedure.
Shouldbewellacquaintedwithstatisticaltechniqueforqualityimprovement.

2.TestercumGauger(QA)
GradeLC05
Jr.ProcessAssistant
Pageno.21
Shouldpossess10+2qualificationorB.Scgraduate(preferable)
Shouldpossessminimumof5yearsofindustrialexperience
Shouldpossessbasicknowledgeincomputers
ShouldbewellacquaintedwithstatisticalTechniqueforqualityimprovement.

3.Sampleman(QA)
GradeLC03
Associate
Pageno.19
Thereisnoassociateinthisdeptt.
Accordingtothedeptt.,thesamplemanisLC01(UtilityHand)
Shouldpossess2yearsofindustrialexperience.
Shouldbematrix
ShouldbeIMSAwareness
Shouldhaveknowledgeofphysicaltesting.
Shouldhavebasicknowledgeofcomputers.

StepII:CompetencyMappingthroughBehaviouralEventInterview
BehaviouralEventInterviewtechniqueisbasedonthepremisethatthebestpredictionoffuture
behaviourispastbehaviour.
Forservingmypurposethemanagers&otherofficerswereselectedofthedeptt.Toknowthekind
ofworkthevariousNOPRSdo.Thepurposeofthisinterviewwastomatchemployeesskills,
knowledge&motivewiththerequired&thesuccessfactorsofthejobs.
StepIII:Criteriaforcompetencychecks.
LafargeIndiaPvt.Ltd.hasitsowngradingsystem.Thegradesallocatedtothenonofficersinpayroll
arefromL1toLC7.Theparametersofknowledge,skill,&attitudecarrythecompetenciesrequired
bytheemployeesofthenamedgradestodotheirjobs.Thecriteriaforcompetencycheckhave
beenpresentedinamatrixform.Thematrixshowsthedesiredcompetenciesthatanemployeemust
have.LastlythecompetencymappingwasreviewedonthebasisofTNA&jobdescription.
RevisedcriteriaofcompetencymappingasaresultofcompetencymappingofQualityAssurance.
CRITERIAFORCOMPETENCYCHECKFORPERMANENTWORKMEN(QUALITY
ASSURANCE)*
CATERGORY
KNOWLEDGE
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SKILL
ATTITUDE

PROCESSASST
LC06
(CHEMIST)
1.shouldbeB.Scgraduate.
2.Basicknowledge
Ofcementmanufacturingprocess.
3.ConversantwithISspecifications&RevisedSTIforcement,relatedrawmaterial&chemical
testingprocedures
4.Basicknowledgeoncomputers.
5.AwarenessonIMS&emergencysituation.
6.Awarenessonsafetyprecaution&useoffireextinguisher.
7.Knowledgeofstatisticaltechniqueforqualityimprovement.
8.CalibrationofLaboratoryEquipment
1.Shouldpossessminimumof5yearexperienceinchemicaltestingofcement&relatedraw
materials.
2.Shouldpossessleadershipskill.
3.Shouldhaveeffectivecommunicationskill&interpersonalrelation.
4.Shouldbeabletohandleshiftactivity&interpretreportedresults.

1.Shouldhavepositiveattitude.
2.Shouldbeagoodteammember.

Jr.ProcessAsst
LC05
(TestercumGauger)
1.Basicknowledgeofcementmanufacturingprocess.
2.Shouldbe10+2(preferablyB.Scgraduate)
3.ConversantwithIS&RevisedSTISpecificationsforcement,relatedrawmaterial&physical
testingprocedures
4.Shouldbasicknowledgeincomputeroperation
5.AwarenessonIMS&emergencysituation
6.Awarenessonsafetyprecaution&useoffireextinguisher
7.Knowledgeofstatisticaltechniqueforqualityimprovement.
8.CalibrationofLaboratoryEquipment
1.Shouldpossessleadershipskill.
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2.Shouldhaveeffectivecommunicationskill&interpersonalrelation
3.Shouldhave5yearsexperienceinphysicaltestingofcement&relatedrawmaterials
4.Shouldbeabletohandleshiftactivity&interpretreportedresults.
1.Shouldhaveapositiveattitude
2.Shouldbeagoodteammember
UtilityHand
LC01
Sampleman
1.Conversantwithsamplingprocedure&samplepreparationAwarenessonRevisedSTI
2.Knowledgeofphysicaltestingofcement
3.Shouldbematricorliterate.
4.AwarenessonIMS&emergencysituation
5.Awarenessonsafetyprecaution&useoffireextinguisher
6.Shouldhavebasicknowledgeofcomputers
1.Shouldpossessminimum2yearsexperienceinsamplecollection&samplepreparation
2.Abilitytounderstandtheinstructions
1.Shouldhaveapositiveattitude
2.Shouldbeagoodteammember

ThestepsforconstructionofGapAnalysis:
StepI:ReviewofCompetencymapping(Referconstructionofcompetencymapping)
StepII:ConstructionofTrainingNeedIdentified.
StepIII:FormationofGapAnalysisthroughcomparisonofStepI&II.
OBSERVATION&CONCLUSION
Aftergoingthroughlongsteptoreviewcompetencymapping,gapanalysis&TNA,theobservation
wasnotmuchsurprising.AsthecompanynamedLIPLisawellknowncompanywhospendscrores
ofmoneytocatertheemployees&theirdevelopment.Sothattheycancometothelevelofpresent
upcomingcutthroatcompetition.Thecompanyfocusesonselfdevelopmentworkshop,cost
consciousnessetc.HODSaretheonewhoarebusyinpreparingthemoduleofproductawareness.
Leadingtocomparisonofdifferentbrandsofcement.Thegapsrangedfrom2or3&1inskills,well
nogapwasfoundinattitude.Hencethedepts.Headisputtingallthecontributionitcancontribute
fortheprogressoftheemployees&company.

ASHKANI.SHREE

HI..thisisshreedharimnewtoCiteHR,plshelpmeifuhaveanyinformationregarding
"DevelopingacompetencyframeworkforworkmeninIndianConstructionIndustryas"asimdoing
myprojectonthistopic...myemailidis
regards
shreedhar

NISIGANDHA87
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HowtoascertainTrainningvsSkillsmatrix?AlsowhatisthecorrectwaytoderivetheCapability
matrixofMechanical/ElectricalengineerswithrespecttoPrintingmachineservicing?

PREETHI.MBA

HiAnkit,
IamdoingMyMBAProjectinCompetencymappingforthequalitydepartmentforavalves
manufacturingcompany....
Iamsopleasedtoseeurattachmnethere....
CANYOUPLEASEHELPregardignmyproject....
Iamdoingacompetencemappingframeworkin4levels
1.basic
2.competitive
3.advanced
4.expert
ButiamnotabletogetwithqualitiesandskillsneededtoproceddtoeachlevelinQuality
department..kindlyhelpme....asiamstrugglingtofinishmyproject.....hopingforyouquickresponse

Quote:
OriginallyPostedbyankitchaturvedi
DearFriend....,
Iamattachingehrewithsomefilesregarding"COmpetencyMapping".....
Ihopetheymighthelpyouout....
Regards
Ankit
09869851356

PREETHI.MBA

Hieveryone....
Ihopethere'slotofmentorsappearingheretoguidepeoplewhoarebegineerslikeus..
Iamrightnowdoingaprojectincompetencymappinginqualitydepartmentofavalves
manufacturingfirm...
Ihavedecidedtocatagorisecompetencyinto4levels,basic,competitive,advancedandexpert
level..butiamreallyinsearchofthequalitiesandskillsetsneededtoapersonnelinqualitycontrol
andqualityassurancetomeetwiththesevariouslevels..
kindlycananyonehelpmeoutwithsuggestionsandotherdatasources..
Mymailidis,anddoplzsendanyattchmentsreagdingmywork....thanks

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seekingforyouearliestreply

SS_SALUJA

Hi,CananybodygivemeaknowledgeongradesdeployedtoanemployeebytheHR.Ifpossible
specifythegrades.RegardsSarab

JITENDRADAGRT

hi,
cananybodygivemeproperknowledgeabout
"customersatisfactionfeedbackonqualityandtimelinessofadministrationservices".
qualityservicesforourinternalcustomers.
sendmeppts,projectoranyinformation.
mailme

AddYourMessageKeepYourConductProfessionalAndPolite.

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