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Indian organization manufacturing, VAM

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VAM-PVC-other-similar-products-project

Competency Modelling – Indian organization manufacturing, VAM, PVC, other similar products

Due to various changes in recent times many organizations are finding the need of competency mapping as it helps in understanding the impact of productivity of an organization

  • To build and refine its HR systems to address its talent acquisition
  • A refined leadership model to represent the new and future realities
  • Understand and identifying root causes that impacted the retention of existing employees
  • Design new business processes to align with the new strategy
  • Need to identify competencies to enable success for the future
  • Institutionalize the competencies to succeed in the competitive business environment
  • Ensuring that any HR initiative gets the support and involvement of the entire organization
  • Need to restructure because of the entry of multinational players and deregulation
  • Objective

    Integration of competencies and behavioral standards into a variety of HR programs, including performance management, selection and assessment, high potential, leadership development, and compensation.

  • Ensured commitment of top management by having one-on-ones to identify organizational issues within and external to the company.
  • Ensured acceptance across levels of the organization by having focused group discussions with all levels of employees
  • Competency identification through behavioral event interviews
  • Leveraged on best practices database to make the model robust and aligned to international trends
  • Develop the competency template using a detailed BEI methodology, external benchmarks and expert panels with key department heads. This included technical, behavioural and functional competencies
  • Train the counterpart team on BEI interviews and methodologies for developing inter-linkages of the competencies with key HR systems
  • By implementing tools and techniques for competency mapping, the results were quite remarkable:-
  • A self-assessment was created according to the competencies and profiles generated from the project to understand current skill-set and developmental planning for achieving career goals
  • Relevant inputs from best practices and international trends factored into the model
  • Definition of clearly defined business success enablers
  • Creation of a hub around which all HR systems can hinge
  • Focused method for selection, development, performance management and career planning and succession
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