Вы находитесь на странице: 1из 28



It is a skill , a personal characteristic or a motive demonstrated by various behaviors which contribute to outstanding performance in a job

It is the quality of being adequately or well qualified, having the ability to perform a job

Competence may include

Knowledge Skill Self Concepts Motives Traits

Competence Mapping
It determines the extent to which the various competencies related to job are possessed by an employee

Competence Mapping
CM is a process a HR Expert uses to identify to describe the competencies that are most crucial to success in a work situation

Two Types

Personal Competencies BEHAVIOR

Technical Competencies
Knowledge, Skill

Mapping Process Skill Analysis Job Analysis Gap Analysis Demand Analysis Supply Position Situation Analysis

Succession Planning

Succession Planning is a Systematic Approach to..

Building a Leadership Pipeline/talent to ensure continuity

Developing potential successors

Identifying best candidates for positions

Concentrating resources on talent development

Succession Planning Process

Linking Strategic & Workforce Planning Decision

Monitor & Evaluation

Analyse Gaps

Implement Succession Strategies Develop Succession Strategies

Identify Talent Pools

1 Linking Strategic & Workforce Planning Decisions

identifying Long term vision & direction Analyzing future requirement for P/Services Using data collected Connecting SP to values of Organization

Connecting SP to the needs & Interest of Leaders

2 Analysing Gaps

identifying Core & technical competencies Determining current supply & anticipated Demand Long term Requirement of the talent Long term Need of Talent as per Business Plan

3 Identifying Talent Pools

Using pools of Candidates developed Identifying talent with Critical Competencies Assessing competency level of current workforce Using 360 degree feedback for development

Analysing external talent

4 Develop Succession Strategies

Developing Recruitment Strategies identifying Retention Strategies Identifying Developing/Learning Strategies Planned job Assignments Formal Development Coaching & Mentoring Assessment & Feedback Action Learning Projects Shadowing

5 Implement Succession Strategies.

Implement Recruitment/Retention Strategies Implement Development/Learning Strategies Determining Measures of Success Linking Succession Planning to HR Process
Performance Management Compensation Recognition Recruitment & Retention Workforce Planning

6 Monitor & Evaluation

Tracking Selection from Talent Pools Feedback on success of internal Talent Survey of Customers, Employees, Stakeholders Assessing response to changing manpower needs

Cross Cultural Training

Cross Cultural Training is designed for people to live & carry out specific assignment as well as enabling them to return to their country after completing their assignment in another culture. It may be given before, during or after the assignment

1 to familiarize the culture of the country to employees they are likely to work

2 To come out of cultural shock when returning to their country

Training May Include

1 Information about the country & Culture 2Norms & Values of the Society 3 Social Contacts 4Communication Modes 5Role of Women 6 Customs & Leisure activities 7 Eating & Drinking 8 Relationship at workplace 9 Laws & Taboos 10 Action Plan for few months

Multi Skilling

Multi skilling is the practice of training employees to do number of different tasks

The ability of an employee to perform more than one function or the crosstraining of an employee in several disciplines or tasks

General Skills
Efficiency Effectiveness Leadership Knowledge Technology Confidence Communication


Horizontal M Skilling Skill Broadening Vertical M Skilling In-depth M Skilling M Skilling Teams

Developing Multi Skilling Coaching & Mentoring Job Rotation Job Shadowing Learning by Doing Self Learning Working with Cross Functional teams Specialized Training