Competency Mapping Retail Sector
OBJECTIVES OF THE STUDY
* Understanding retail staff in terms of knowledge, skill, attributes * design exercise for testing competencies * Defining the factors for success in jobs (i.e., work) and work roles within the organization * Assessing the current performance and future development needs of persons holding jobs and roles
REASON TO CHOOSE THIS PARTICULAR TOPIC:
Over the past 10 years, human resource and organizational development professionals have generated a lot of interest in the notion of competencies as a key element and measure of human performance. Competencies include the collection of success factors necessary for achieving important results in a specific job or work role in a particular organization. Evaluation of performance is an important dimension. Evaluation systems should be designed to motivate people to perform better and it should be fare and transparent
SCOPE OF THE STUDY * To measure the employees performance against expected skills knowledge and competencies for the assigned positions. This will help in reducing the gap between performance and the goals previously set. * Mapping succession possibilities for employees within the organization
INTRODUCTION
With changing business scenario and new challenges emerging in the competitive world, successful performance in any job/task has taken a critical place, for organizational success. Competency mapping is one such process that helps in identifying and mapping competencies required for successful performance in a particular role. Competency mapping and assessment has gained paramount importance in organizations, for keeping people development strategies and processes in sync with organizational growth & objectives and maximizing the utilization of human potential. Creating competency based culture and systems in organizations are the need of the hour. This creates a demand for HR professionals to have specialized skills and have a continuous up gradation of
* Understanding retail staff in terms of knowledge, skill, attributes * design exercise for testing competencies * Defining the factors for success in jobs (i.e., work) and work roles within the organization * Assessing the current performance and future development needs of persons holding jobs and roles
REASON TO CHOOSE THIS PARTICULAR TOPIC:
Over the past 10 years, human resource and organizational development professionals have generated a lot of interest in the notion of competencies as a key element and measure of human performance. Competencies include the collection of success factors necessary for achieving important results in a specific job or work role in a particular organization. Evaluation of performance is an important dimension. Evaluation systems should be designed to motivate people to perform better and it should be fare and transparent
SCOPE OF THE STUDY * To measure the employees performance against expected skills knowledge and competencies for the assigned positions. This will help in reducing the gap between performance and the goals previously set. * Mapping succession possibilities for employees within the organization
INTRODUCTION
With changing business scenario and new challenges emerging in the competitive world, successful performance in any job/task has taken a critical place, for organizational success. Competency mapping is one such process that helps in identifying and mapping competencies required for successful performance in a particular role. Competency mapping and assessment has gained paramount importance in organizations, for keeping people development strategies and processes in sync with organizational growth & objectives and maximizing the utilization of human potential. Creating competency based culture and systems in organizations are the need of the hour. This creates a demand for HR professionals to have specialized skills and have a continuous up gradation of