How ready is your organisation to go in for Competency Mapping or getting a good ROI on it?
Use this 3 point scale:
YES = 2
DOUBTFULL = 1
NO = 0
=> Are you in a business where there is high competition for talented people in market place?
=> Has your organization experienced any set backs in the recent past due to lack of competent people?
=> Has your organization missed any business opportunities in the recent past due to lack of competent people to handle any one or more functions or territories or lines of business etc?
=> Does your top management believe that competencies can be developed through continuous effort and interventions?
=> Is your top management willing to invest time and effort in building competencies of your employees on a continuous basis?
=> Does your top management believe in building a competency - based organization?
=> Do you (intend to), recruit people on the basis of competencies needed to perform each job?
=> Do you or your organization intend to coach employees for future careers in your own organization or Do you already have a competency based coaching scheme?
=> Do you have well laid out career paths (or intend to improve existing)?
=> Does your top management believe that the success of your organization depends on having competent managers?
=> Have you suffered any draw backs, profit, production, marketing, customer etc. losses, share market down turns etc. due to turn over or people at the top?
=> Is your training based on scientific, or at least systematic, identification of competency gaps and competency needs?
=> Does your performance appraisal have a measure of competencies separately for each individual level or function or group of jobs (top, middle, R&D etc.)?
=> Does promotion (or promotion policy) in your organization require some form of competency assessment?
=> Does your organization have adequate avenues to recognize and retain people, other than promotions?
=> Does your top management believe in using multi-rater assessment or 360 degree feedback for employee development?
=> Is the teamwork in your organization of high order? Are the top-level managers capable of performing their integrating roles well (roles that link one department to other, one function to another, one individual to another and ensure synergy and teamwork; versus, interdepartmental friction, bad equations between Heads of Departments, heavy/intense Power plays at top levels?)
=> Does your organization value talent and excellence?
=> Is your organization good in execution of projects or idea’s, once decided, rather than abandoning them in the middle?
=> Does your organization have a culture of using task forces and work groups for various exercises/tasks/issues?
=> Does your organization encourage innovations and scientific ways of doing things?
=> Is your organization systems driven (values systems) rather than being rampant with ad-hocism and convenience based decision-making?
Use this 3 point scale:
YES = 2
DOUBTFULL = 1
NO = 0
=> Are you in a business where there is high competition for talented people in market place?
=> Has your organization experienced any set backs in the recent past due to lack of competent people?
=> Has your organization missed any business opportunities in the recent past due to lack of competent people to handle any one or more functions or territories or lines of business etc?
=> Does your top management believe that competencies can be developed through continuous effort and interventions?
=> Is your top management willing to invest time and effort in building competencies of your employees on a continuous basis?
=> Does your top management believe in building a competency - based organization?
=> Do you (intend to), recruit people on the basis of competencies needed to perform each job?
=> Do you or your organization intend to coach employees for future careers in your own organization or Do you already have a competency based coaching scheme?
=> Do you have well laid out career paths (or intend to improve existing)?
=> Does your top management believe that the success of your organization depends on having competent managers?
=> Have you suffered any draw backs, profit, production, marketing, customer etc. losses, share market down turns etc. due to turn over or people at the top?
=> Is your training based on scientific, or at least systematic, identification of competency gaps and competency needs?
=> Does your performance appraisal have a measure of competencies separately for each individual level or function or group of jobs (top, middle, R&D etc.)?
=> Does promotion (or promotion policy) in your organization require some form of competency assessment?
=> Does your organization have adequate avenues to recognize and retain people, other than promotions?
=> Does your top management believe in using multi-rater assessment or 360 degree feedback for employee development?
=> Is the teamwork in your organization of high order? Are the top-level managers capable of performing their integrating roles well (roles that link one department to other, one function to another, one individual to another and ensure synergy and teamwork; versus, interdepartmental friction, bad equations between Heads of Departments, heavy/intense Power plays at top levels?)
=> Does your organization value talent and excellence?
=> Is your organization good in execution of projects or idea’s, once decided, rather than abandoning them in the middle?
=> Does your organization have a culture of using task forces and work groups for various exercises/tasks/issues?
=> Does your organization encourage innovations and scientific ways of doing things?
=> Is your organization systems driven (values systems) rather than being rampant with ad-hocism and convenience based decision-making?
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