Director - Human Resources
B S Venkatachalan, Bangalore
Roll No. 521019300
Spring / February 2012
Master of Business Administration- MBA Semester 4
MU0017 –Talent Management - 4 Credits
(Book ID: B1338)
Assignment Set- 2 (60 Marks)
Note: Each Question carries 10 marks. Answer all the questions.
Q1.
Describe the five stage approach for building a competency model.
The development of competency models depends on the goals and objectives of the organisation, and the business that the organisation is in.
In a broader sense the competencies are categorised into two types:
1)
Core competency.
2)
Role specific competency.
The core competencies are those that are required by all employees. For example, initiative and drive might be a core competency for each employee in the organisation. The key stakeholders are particularly invited to take part in brainstorming sessions while performing a competency modelling for an organisation. Typically the human resources department take the step to define competencies. The strategic marketing team and the delivery team provide inputs on the competencies and on the gaps they experience during project execution respectively that would provide the organisation a competitive edge. The brainstorming and debate session helps in enlightening the competencies that the stakeholders perceive to be important.
The five stage approach for building a competency model is as follows:
a)
Assemble the focus team and create a list of processes:
The first stage in building a Leadership Competency Model is to assemble a Focus
Team composed of a cross-functional mix of first-line leaders, middle leaders, and senior leaders. Big organisations might want to build different competency models for the upper and lower line of leadership. These individuals are Expert Practitioners who are the best people in their fields. With the help of interviews, surveys, observations and other activities, a list is created of the major processes and
Roll No. 521019300
Spring / February 2012
Master of Business Administration- MBA Semester 4
MU0017 –Talent Management - 4 Credits
(Book ID: B1338)
Assignment Set- 2 (60 Marks)
Note: Each Question carries 10 marks. Answer all the questions.
Q1.
Describe the five stage approach for building a competency model.
The development of competency models depends on the goals and objectives of the organisation, and the business that the organisation is in.
In a broader sense the competencies are categorised into two types:
1)
Core competency.
2)
Role specific competency.
The core competencies are those that are required by all employees. For example, initiative and drive might be a core competency for each employee in the organisation. The key stakeholders are particularly invited to take part in brainstorming sessions while performing a competency modelling for an organisation. Typically the human resources department take the step to define competencies. The strategic marketing team and the delivery team provide inputs on the competencies and on the gaps they experience during project execution respectively that would provide the organisation a competitive edge. The brainstorming and debate session helps in enlightening the competencies that the stakeholders perceive to be important.
The five stage approach for building a competency model is as follows:
a)
Assemble the focus team and create a list of processes:
The first stage in building a Leadership Competency Model is to assemble a Focus
Team composed of a cross-functional mix of first-line leaders, middle leaders, and senior leaders. Big organisations might want to build different competency models for the upper and lower line of leadership. These individuals are Expert Practitioners who are the best people in their fields. With the help of interviews, surveys, observations and other activities, a list is created of the major processes and