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COMPETENCY MAPPINGCOMPETENCY MAPPING
PROFESSOR JAYASHREE SADRI and PROFESSOR JAYASHREE SADRI and DR. SORAB SADRIDR. SORAB SADRI
Hamlet’s DilemmaHamlet’s Dilemma
To be, or not to be: that is the question:To be, or not to be: that is the question:Whether 'tis nobler in the mind to sufferWhether 'tis nobler in the mind to sufferThe slings and arrows of outrageous The slings and arrows of outrageous fortune,fortune,Or to take arms against a sea of troubles,Or to take arms against a sea of troubles,And by opposing end them? And by opposing end them?
Hamlet; Act 3, Scene 1Hamlet; Act 3, Scene 1
The Competency DilemmaThe Competency Dilemma
To Skill or not to Skill: That is the To Skill or not to Skill: That is the question.question.Whether ‘tis nobler to suffer the Whether ‘tis nobler to suffer the inadequacies inadequacies of ad hoc learning, or to take arms against a of ad hoc learning, or to take arms against a sea sea of learning interventions, jobs & skills and of learning interventions, jobs & skills and by by decisive action build competency?decisive action build competency?
(With apologies to Will Shakespeare)(With apologies to Will Shakespeare)
The Competency DilemmaThe Competency Dilemma
How can you move from ad hocHow can you move from ad hoc
to competency-based learningto competency-based learning
with THINQ and PeopleViewwith THINQ and PeopleView
Why Performance &Why Performance &Competency Management?Competency Management?
Aligns Organizational & Contributor Aligns Organizational & Contributor Performance to Corporate Mission, Vision Performance to Corporate Mission, Vision & Core Competencies& Core Competencies
Improves an Organization’s Ability to Develop,Improves an Organization’s Ability to Develop,Maintain and Track Competency InformationMaintain and Track Competency Information
Supports Recruitment, Performance Management, Supports Recruitment, Performance Management, Career Development and Compensation Career Development and Compensation ManagementManagement
Facilitates Development of Competency Centers Facilitates Development of Competency Centers to Leverage Scarce or Expensive Human to Leverage Scarce or Expensive Human ResourcesResources
When Performance &When Performance &Competency Management?Competency Management?
A Systematic FrameworkA Systematic Framework
No formal consistent process
Consistent, basic approach to learning management
Consistent, comprehensive approach
Institutionalized and integrated into business planning
The Learning Management The Learning Management Maturity ModelMaturity ModelTMTM
Learning and performance-centered organization
Ad hoc (I)
Managed Learning (II)
Competency-driven (III)
Integrated Performance (IV)
Optimized Workforce (V)
Key ConsiderationsKey Considerations How important is Skills & Competency
Management to your enterprise?
What is the impact if you don’t address this issue?
Where should this capability reside? HRMS LMS Competency Management System
Are there other approaches to solving the competency problem?
What do you look for in a competencymanagement solution?
Anticipatory Anticipatory deliverydeliveryWisdomWisdom
Extended Extended enterprise enterprise
modelmodel
Performance Performance supportsupport
Advanced Advanced profiling & profiling & predictive predictive
technologiestechnologies
NetworkedNetworked
Net worthNet worth
Re-inventedRe-invented
Rapid Rapid reconfiguratioreconfiguratio
nn
Return on Return on assetsassets
Shareholder Shareholder
valuevalue
Context-Context-adaptedadapted
KnowledgeKnowledge
PerformancPerformance e
managemenmanagementt
Goal Goal managemenmanagemen
tt
Knowledge Knowledge managemenmanagemen
tt
InteroperablInteroperablee
ROI ROI correlationscorrelations
StrategicStrategic
Connected Connected processesprocesses
Alignment Alignment of strategy of strategy
& execution& execution
CompetitiveCompetitivenessness
Universal, Universal, assumed assumed
interoperabilityinteroperabilityInformationInformation
Competency Competency modelingmodeling
LCMS / CMSLCMS / CMS
Blended Blended learninglearning
360360° ° assessmentassessment
IntegratedIntegrated
QualitativeQualitative
Prescriptive Prescriptive (push)(push)
Learning Learning cultureculture
Achievement Achievement of business of business
resultsresults
ProficiencyProficiency
Simple, Simple, standards-standards-
based based integrationintegration
DataData
Enterprise Enterprise LMSLMS
E-LearningE-Learning
Custom, Custom, standards-standards-
based contentbased content
Compliance & Compliance & certification certification
mgmtmgmt
PackagedPackaged
QuantitativeQuantitative
Planned (pull)Planned (pull)
Consolidated Consolidated operationsoperations
Change Change readinessreadiness
Cost Cost avoidanceavoidance
No No connectiviconnectivi
tytyDataData
SpreadshSpreadsheetseets
Dept Dept LMS(s)LMS(s)
COTS COTS contentcontent
AutomateAutomatedd
PredictablPredictable costs & e costs &
ratesrates
ReactiveReactive
IndependeIndependent nt
departmedepartmentsnts
Risk Risk reductionreduction
Visibility Visibility & Control& Control
Content AgendaContent Agenda
Decision Decision Support Support DimensionDimension
Primary Tools Primary Tools &&
TechnologiesTechnologies
IT FocusIT Focus
Key MetricKey Metric
Learning Learning ProcessProcess
Organizational Organizational FocusFocus
Driving GoalDriving Goal
Business PainBusiness Pain
STAGE V:STAGE V:
Optimized Optimized WorkforceWorkforce
STAGE IV:STAGE IV:
Integrated Integrated PerformancPerformanc
ee
STAGE III:STAGE III:
Competency-Competency-drivendriven
STAGE II:STAGE II:
Managed Managed ProcessProcess
STAGE I:STAGE I:
Ad HocAd Hoc
9 DEFINING 9 DEFINING CHARACTERISCHARACTERISTICSTICS
LM3™: Learning Management LM3™: Learning Management Maturity Model SummaryMaturity Model Summary
Ad hoc (I)
Managed Learning (II)
Competency-driven (III)
Integrated Performance (IV)
Optimized Workforce (V)
KeyNot HappeningPartially EngagedFully Engaged
Consider the Learning and Consider the Learning and Performance Optimization Performance Optimization
ContinuumContinuum
KeyNot HappeningPartially EngagedFully Engaged
Corporate Strategy & Key Business Objectives
Staff
Customer
Distributors/ suppliers
Partners
Citizens / constituents
Extr
a-
En
terp
rise
Integrations w/ ERP, HRIS, Portals, other Legacy Data Stores
Content MgmtContent Mgmt Authoring Authoring
toolstools
COTS COTS providersproviders
Third party Third party developersdevelopers
LCMS & CMS LCMS & CMS & DMS& DMS
ServicesServices
Knowledge Knowledge MgmtMgmt
Repository Repository mgmtmgmt
WorkflowsWorkflows
Electronic Electronic performance performance support support systemssystems
Advanced Advanced search-and- search-and- navigationnavigation
CollaborationCollaboration Virtual Virtual
classroomsclassrooms
Blended Blended learninglearning
MentoringMentoring
Discussions Discussions & chat& chat
Online Online MeetingsMeetings
Communities Communities of Practiceof Practice
Program Program
Strategy Strategy
& &
DesignDesign(Services)(Services)
LMSLMS Catalog Catalog
admin.admin.
Event Event schedulingscheduling
Compliance Compliance mgmtmgmt
Job Job developmentdevelopment
Resource Resource mgmtmgmt
Skills & Skills & competency competency enablementenablement
Change Change
LeadershipLeadership(Services)(Services)
Testing & Testing & AssessmentAssessment Kirkpatrick Kirkpatrick
evalsevals
Pre- & post-Pre- & post-testingtesting
Job & Job Job & Job skills testingskills testing
360 ° 360 ° feedbackfeedback
Performance Performance MgmtMgmt
Goal mgmtGoal mgmt
Performance Performance evalsevals
Talent mgmtTalent mgmt
Succession Succession planningplanning
Competency Competency MgmtMgmt
Skills Skills librarieslibraries
Competency Competency mapsmaps
Development Development plansplans
Analysis Analysis erviceservices
Organisation Organisation & staff & staff development development planningplanning
Stage III:Stage III:Competency-drivenCompetency-driven
Stage IV:Integrated
KeyNot HappeningPartially EngagedFully Engaged
Staff
Customer
Distributors/ suppliers
Partners
Citizens / constituents
Extr
a-
En
terp
rise
Integrations w/ ERP, HRIS, Portals, other Legacy Data Stores
Corporate Strategy & Key Business Objectives
Content MgmtContent Mgmt Authoring Authoring
toolstools
COTS COTS providersproviders
Third party Third party developersdevelopers
LCMS & CMS LCMS & CMS & DMS& DMS
ServicesServices
Knowledge Knowledge MgmtMgmt
Repository Repository mgmtmgmt
WorkflowsWorkflows
Electronic Electronic performance performance support support systemssystems
Advanced Advanced search-and- search-and- navigationnavigation
CollaborationCollaboration Virtual Virtual
classroomsclassrooms
Blended Blended learninglearning
MentoringMentoring
Discussions Discussions & chat& chat
Online Online MeetingsMeetings
Communities Communities of Practiceof Practice
Program Program
Strategy Strategy
& &
DesignDesign(Services)(Services)
LMSLMS Catalog Catalog
admin.admin.
Event Event schedulingscheduling
Compliance Compliance mgmtmgmt
Job Job developmentdevelopment
Resource Resource mgmtmgmt
Skills & Skills & competency competency enablementenablement
Change Change
LeadershipLeadership(Services)(Services)
Testing & Testing & AssessmentAssessment Kirkpatrick Kirkpatrick
evalsevals
Pre- & post-Pre- & post-testingtesting
Job & Job Job & Job skills testingskills testing
360 ° 360 ° feedbackfeedback
Performance Performance MgmtMgmt
Goal mgmtGoal mgmt
Performance Performance evalsevals
Talent mgmtTalent mgmt
Succession Succession planningplanning
Competency Competency MgmtMgmt
Skills Skills librarieslibraries
Competency Competency mapsmaps
Development Development plansplans
Analysis Analysis servicesservices
Organisation Organisation & staff & staff development development planning planning
Stage IV:Stage IV:IntegratedIntegrated
KeyNot HappeningPartially EngagedFully Engaged
Staff
Customer
Distributors/ suppliers
Partners
Citizens / constituents
Extr
a-
En
terp
rise
Integrations w/ ERP, HRIS, Portals, other Legacy Data Stores
Corporate Strategy & Key Business Objectives
Content MgmtContent Mgmt Authoring Authoring
toolstools
COTS COTS providersproviders
Third party Third party developersdevelopers
LCMS & CMS LCMS & CMS & DMS& DMS
ServicesServices
Knowledge Knowledge MgmtMgmt
Repository Repository mgmtmgmt
WorkflowsWorkflows
Electronic Electronic performance performance support support systemssystems
Advanced Advanced search-and- search-and- navigationnavigation
CollaborationCollaboration Virtual Virtual
classroomsclassrooms
Blended Blended learninglearning
MentoringMentoring
Discussions Discussions & chat& chat
Online Online MeetingsMeetings
Communities Communities of Practiceof Practice
Program Program
Strategy Strategy
& &
DesignDesign(Services)(Services)
LMSLMS Catalog Catalog
admin.admin.
Event Event schedulingscheduling
Compliance Compliance mgmtmgmt
Job Job developmentdevelopment
Resource Resource mgmtmgmt
Skills & Skills & competency competency enablementenablement
Change Change
LeadershipLeadership(Services)(Services)
Testing & Testing & AssessmentAssessment Kirkpatrick Kirkpatrick
evalsevals
Pre- & post-Pre- & post-testingtesting
Job and Job Job and Job skills testingskills testing
360 ° 360 ° feedbackfeedback
Performance Performance MgmtMgmt
Goal mgmtGoal mgmt
Performance Performance evalsevals
Talent Talent mgmtmgmt
Succession Succession planningplanning
Competency Competency MgmtMgmt
Skills Skills librarieslibraries
Competency Competency mapsmaps
Development Development plansplans
Analysis Analysis erviceservices
Organisation Organisation & staff & staff development development planningplanning
Stage V:Stage V:OptimisedOptimised
Performance Appraisal &
Assessments
Personal Development
Plan
Personal Learning
Plan
Learning Consumption &
Assessment
Performance Objectives and Skills Gaps
Performance Objectives and Skills Gaps
Skills Enhancement & Goal Tracking
Individual and Role-based Prescriptions
Assessment scores, Appraisal ratings, Evaluations
THINQ Solution OverviewTHINQ Solution Overview
Competency Mapping Define Cascading Organizational Core Competencies
Define Competencies as Sets of Assessable Knowledge, Skills & Abilities (KSA’s)
Job Role Competencies Support Organisational Competencies
Job & Skills Libraries Define Idealised Job Roles with Competencies & Skills Target Desired Proficiency Levels
Analysis Services Define Organisation Specific Job Roles, Competencies & Skills Align Organisational Competencies with Goals & Objectives
CorporateCore
Competencies
DivisionCore
CompetenciesSupport
DepartmentCore
CompetenciesSupport
Job RoleCompetencies
Support
Skills &Knowledge,
Skills,Abilities
Support
Best Practices in Competency Management
Best Practices in Best Practices in Competency ManagementCompetency Management
OrganisationMission
&Values
OrganisationGoals
&Objectives
Derive From
DivisionGoals
&Objectives
DepartmentGoals
&Objectives
Support Support
Division Mission
&Values
Support
Department Mission
&Values
Support
Derive From Derive From
IndividualGoals
&Objectives
Support
Individual Mission
&Values
Support
Derive From
Goal Management Provide Cascading Mission & Values, Goals & Objectives
• Define Organisational Mission & Values• Identify Goals and Objectives that Support Mission & Values
Align Goals to Organisational Competencies Derive Individual Goals & Objectives from Organisational
Goals & Objectives
Best Practices inBest Practices inPerformance ManagementPerformance Management
Performance Evaluation Assess Individual Performance on a
Predefined Cycle Based on Individual Goals & Objectives
• Send Performance Assessment Notifications Automatically
• Provide 180°, 360° or Multi-Rater Feedback for Individual Performance Assessment
• Assign Learning Interventions to Close Performance Gaps.
Assess Organization Performance on a Predefined Cycle Based on Organizational Goals & Objectives
• Assess Organizational Performance by Aggregating Individuals Performance Assessment
Self-Assessment
ManagerAssessment
PeerAssessment
SubordinatesAssessment
Customer/PartnerAssessment
Best Practices inBest Practices inPerformance ManagementPerformance Management
Identify & Manage Key Positions Define Succession Plan for Key Positions Identify Candidates for Retention & Promotion Find Candidates for Jobs (Recruitment) Manage Career Paths
Talent Management &Talent Management &Succession PlanningSuccession Planning
OrganisationMission
&Values
OrganisationGoals
&Objectives
Derive From
Division Mission
&Values
DivisionGoals
&Objectives
Department Mission
&Values
DepartmentGoals
&Objectives
Support Support
Support Support
Derive From Derive From
Individual Mission
&Values
IndividualGoals
&Objectives
Support
Support
Derive From
CorporateCore
Competencies
Support
DivisionCore
Competencies
DepartmentCore
CompetenciesSupport Support
Support Support
IndividualCompetencies
Support
Support
Knowledge,Skills,Abilities
Support
Creation and maintenance of a virtuous cycle that powers workforce optimization
Performance and Competency Performance and Competency AlignmentAlignment
Integration ApproachIntegration ApproachTwelve Steps to Skill Recovery
LearningManagement
System
PeopleViewHCM
Learners, Job Assignments, Courses, & Course-Skills
Jobs, Job Competency Models (Job-Skills), Skills
System of Record for:LearnersCourses
Course-SkillsTranscripts
System of Record for:Jobs
Job-SkillsAssessment Results
1
32
Administrators align learninginterventions (Courses) withSkills and determine theCourse-Skill proficiency level.
Learners are assigned toJobs.
Twelve Steps to Skills RecoveryTHINQ-PeopleView Approach to Competency Based Learning Management
Twelve Steps to Skills RecoveryTHINQ-PeopleView Approach to Competency Based Learning Management
6
OptionalJobs & Skills may bedeveloped through a Job andTask Analysis for jobs andskills that are not generic.Otherwise, customer selects ageneric job competency modelfrom a company such as ITG.
8Learning Plan is synchronized between LMS and SkillSight
4 Job Skills assessment sent toLearner by invitation e-mail.The e-mail includes a URL link
to the assessment.
Similar e-mails may be sent tomanager, peers andsubordinates to provide a 360-degree assessment of skills.
5 Learner completes theassessment.
7Manager & Learner reviewassessment results anddevelop Learning Plan
NOTE: Learning Plans can be developed in either system.Learners can add to their Learning Plan thru THINQ Learner.
Learner engages in targetted learning interventions (Class, e-Learning, Text, Mentoring, Job Aid, etc.)
9
Skills Assessment Results/Appraisals for Learners
Learning Plan Completions sync'ed to SkilSight
10
11 PeopleView SkillSightaggregates results bydepartment and organization.
- Reporting- Personnel Sourcing- Training Investment Plan
Development- Succession Planning
12LMS becomes the StrategicTalent Management Engine- Business Opportunity
Evaluation- Key staff retention- Measure learning efficiency + Time to competence + Training investment costs
+ Training Program Efficiency + Kirkpatrick & Phillips learning & ROI assessment + Alignment of Business Strategy & Organizational
Skills
2
Q&AQ&A