MHRDM -II - Personnel Managment

7/31/2019 MHRDM -II - Personnel Managment

1/17

CAPABILITY BUILDING

-Pallavi Shah 24

-Virti Gala

26

MHRDM SEM II (2011-2014)


2/17

WAY GOING FORWARD


3/17

WHY CAPABILITY BUILDING


4/17

CAPABILITY BUILDING HOW?


5/17

Any underlying characteristic of an individual, an operative thought or behavior,

causally related to superior performance on the job which is:

Observable

MeasurableConsistent

Reflected in a pattern of actions (skills), thoughts (knowledge) and feelings

(attitudes) in the individual.

WHAT IS A COMPETENCY ?


6/17

SKILL INVENTORY MAPPING

The process of identification of thecompetencies required to perform

successfully a given job or role or a

set of tasks at a given point in time.

It consist of breaking a given role or

job into its constituent tasks or

activities and identifying the

competencies needed to perform

the same successfully


7/17

COMPETENCY ASSESSMENT

The Behavioral Event Interview (BEI)

Psychometric tests

Assessment Centers

Expert Panels

Performance Management System

360 degrees feedback


8/17

Name: Designation: GM (Operations) Grade M2 Date

0 1 2 3 4 5 6 7 8 9 10Required(RP)

Available (AP)

Required(RP)

Available (AP)

Required(RP)

Available (AP)

Required(RP)

Available (AP)

Required(RP)

Available (AP)

Required(RP)

Available (AP)

Required(RP)

Available (AP)

Required(RP)

Available (AP)

Required(RP)

Available (AP)

Required(RP)

Available (AP)

Required(RP)

Available (AP)

0 1 2 3 4 5 6 7 8 9 10

Required(RP)

Available (AP)Required(RP)

Available (AP)

Required(RP)

Available (AP)

HOD HOF HOC Employee

Date:

Competency Gap Analysis Format -

Sl. No.Competencies

(Behavioral & Managerial )

Proficiency

Level

Proficiency Scale Competency

Gap (RP-AP)Remarks

Negligible Basic Advanced Expert

1Communication 1

Improvement required in presentation skills

2Analytical Ability 1

Improve ability to analyse the analysis done by

subordinatesby asking right questions

Develop subordinates and groom them as successor.

3Decision Making 1

Improve upon risk taking ability

4

Creative Thinking

(Not Innovation)1

Think out of the box for challenging the status quo

Conceptual Ability 1Improve upon ability to see (holistic view) bigger picture

5Customer Focused 3

Keep customer in the mind and improve interactions with

customers

6Emotional Intelligence 1

Plan with clear focus

10Sytems Orientation 2

Think of prevention through well built systems

7 Achievement Motivation 1

Disciplined application of learnings is required.

8

Proficiency

Level

Negligible

11Planning

Remarks

9Business Literacy 2

Cost effectiveness to be improved.

1

1

Sound Engineering

concepts1

Improve upon maintanence to reduce downtime

Basic Advanced Expert Competency

Gap (RP-APSl. No.

Competencies

(Functional )

2

Sound understanding of

QMS1

Get more knowledge about Pharma concepts

Signatures :

3

Varsatility in handling a

range of functions1

Get exposure to sales, finanace and marketing

COMPETENCY MAPPING SHEET


9/17

COMPETENCY MODEL


10/17

TECHNICAL COMPETENCY ASSESSMENT PROCESS


11/17

BEHAVIORAL ASSESSMENT PROCESS


12/17


13/17

Competencies as relevant for organization can be derived from here

IDENTIFICATION OF COMPETENCIES


14/17

Based on Evaluation of the employee, development gaps will be identified for employee

The gaps will be analyzed for criticality of skill / competency and extent of gap to arrive

at a gap analysis for the employee

GAP ANALYSIS


15/17

Gap analysis is further used to determine training needs of an employees

And training needs identified is than used by training department to design relevant

training programs

TRAINING NEED IDENTIFICATION


16/17

Achievement of organizational vision / mission & strategy

Capability building

Competency development by assessment of gap of efficiencies / deficiencies of individual /

department & organization with visions & goals set

Assessment & implementation of required training & development programs

CONCLUSION


17/17THANK YOU

MHRDM -II - Personnel Managment

Documents

Transcript of MHRDM -II - Personnel Managment