In this persistently evolving era, there is immense pressure on individuals, especially in the work arena. It is maybe because of incorrect recruitment and placement. It is examined that in multiple firms’ employees are not assessed according to their talent and competency skills, that’s where you require an effective and efficient Competency Mapping model. Competency…
A comprehensive structure that explains various competencies with its specific set of behavioural indicator and criteria of measurement is the description of competency framework. These distinctive set of competency framework is often individualised for each organisation which is parallel to the objectives and the long- and short-term organizational goals. Some of the competency framework benefits…
Competency Frameworks are integral to any functioning organization. A competency framework is a framework that is inclusive of the knowledge, skills, attributes that are required of the people working within an organization. Competency frameworks can be generic for the smooth functioning of the organization or can be specifically formed for certain tasks or projects. Generally,…
In human resource management, “recruitment” can be defined as the process of finding and hiring the most talented and most qualified candidate for a job position, in a timely, fair/unbiased and cost-effective manner. It can also be referred to as the “process of finding contributing employees and stimulating and encouraging them to apply for particular jobs…
With human resources gaining much importance, combined with the raising costs of talented managers and their scarce availability, organizations are left with no choice than identifying and grooming talent from within. This has led to the increased demand for use of assessment centres for enhancing leadership competencies. An assessment centre can be defined as a…
The first establishment of an assessment centers be traced back to 1942 when they were used by the War Office Selection Boards for better recruitment of officers. Their introduction stemmed from the failings of the existing system – officers who were predicted to be successful and productive were being returned to unit as “unsuitable”. The…
The assessment and analysis of an individual’s potential to perform in an organizational capacity is an important concern for those responsible for the recruitment and selection of new employees. Present methods of evaluating the development of candidates for various job positions have not changed significantly in several decades, while most organizations are now adopting what…
Core competency is a unique skill that creates distinct customer value. As an organization grows, develops and adjusts to the changing business environment, so do its core competencies. Hence, these competencies need to be flexible and develop with time. The organization cannot grow if its core competencies are rigid and fixed. Core competencies enable an…
Psychometric assessment is a standard and logical method used to measure the behavioural capacity and mental capabilities of people. This assessment(s) is primarily intended to gauge whether the person is suitable for a role based on two core skills personality and ability. It is used to measure the unseen skills which cannot be accurately evaluated…
As we know competencies are the skills required to perform a job/task. Performance Management is a process to evaluate the performance of skills used to do a job. Aren’t they both intersecting? Let’s see. Both focus upon skills. One identifies and the other measures. We commonly hear “Should we eye the new upcoming business, are…