Record competency information - A summary of the activity

Through this activity the HR user can record the details pertaining to the competencies possessed by the employee.

Selecting an Employee File: The HR user can select the record either by directly entering the complete employee code or using the search criteria option.

Following selection of the required employee record, you(HR user) can record or modify details pertaining to competency information which constitute,

•  The unique code of the competency.

• The level to which the employee is proficient in the competency.

•  The date from which the competency is valid.

• The date till which it is valid.

This activity also allows you to record the competencies required for an employee to perform the assignment. Example: leadership qualities required for managing a team, communication skills required for marketing a product. 

To record competencies required for an employee assignment, details like competency code, minimum desired level, competency weight and mandatory status for the record must also be defined. When you specify the competency weight, the competency weight in percentage can also be computed through this activity. You can also access Help to specify the competency code, description and MDL.

Through this activity, you can also view the competencies mapped to a qualification. When you specify the required competencies for a predefined qualification, it facilitates a rational differentiation to be made in instances, in which these qualifications are used to ascertain an applicant’s eligibility for a vacant position in the organizations, mapping qualification to jobs or positions in the organization etc.

The qualification-competency details you can view are enlisted below:

•  The unique code of the competency mapped to the qualification.

•  The description of the competency.

• The minimum desired level of the competency against a maximum value set in the process parameters.

• The weightage of the competency in relation to the other competencies mapped to the qualification.

•  The competency weightage in percentage.

Minimum Desired Level: The minimum desired level of the competency indicates the extent to which an employee having the qualification should be proficient in the stated competency against a maximum value set in the process parameters. For example, if the qualification required for an executive position in the marketing department is MBA and effective communication skills is one of the competencies to be mapped to the qualification, you can specify the minimum desired level as 70 or 65 etc., against a maximum of 100 or 120 etc., to signify the importance of the particular competency to the qualification. 

Weightage: Weightage is a factor that prioritizes the competencies when multiple competencies are mapped to a qualification. For example, if four competencies are mapped to a qualification, you can specify the weightage each competency should possess in relation to the other competencies. If you specify the weightages as 35, 50, 20 and 70, it indicates that the competency having the weightage 70 will have the most relevance for the qualification and the one with 20 as weightage will fall last in the order of weightage.

Getting familiar with the pages inside  

6      Hyperlinked topics below

Prerequisites

None

What you can do in this activity  

Selecting employee to record competency

Recording competency information

Viewing assignment competency information

Viewing qualification competencies

Viewing department competency mapping

Viewing job competencies

Viewing position competency mapping