* 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
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 knowledge. Working on solutions to help the Retail Industry in addressing the front-line staff Challenges around Hiring, Training, and Retention. Solutions should be developed based on the retail industry’s priorities to address issues such as:
* Recruitment and Retention: Retail employers struggle to attract and retain the best and brightest employees because of the misperception that jobs are low-wage and lack growth potential. In reality, today’s retail industry is dynamic with diverse career ladders covering a wide range of fields including: information technology, marketing, communications, loss prevention, finance, and merchandise sourcing.
* Competency Models: Though the retail industry has started work on initial training models and skills certifications, they are not yet used consistently across the industry to build skills competency requirements for positions at all levels and to encourage career growth. Retailers are struggling to attract qualified individuals, train them, and have them advance their careers.
* Diversity: In an increasingly diverse society, multilingual employees are desirable. Retailers are customer service driven and need workers to speak the languages of their customer base. Limited English Proficiency (LEP) is a problem as workers may speak the language of customers, but lack basic English language and literacy skills to perform all job functions. Competency is a standardized requirement for an individual to properly perform a specific job. It encompasses a combination of knowledge, skills and behavior utilized to improve performance. More generally, competency is the state or quality of being adequately or well qualified, having the ability to perform a specific role. For instance, management competency includes the traits of systems thinking and emotional intelligence, and skills in influence and negotiation. Competence is also used to work with more general descriptions of the requirements of...