Can answer any question in the areas of Competency Architecture which includes, modeling, mapping, assessment, competency based HR practices and its implementation and drafting of dictionaries. May not be able to provide answers to questions that are individual specific or organisational specific which are to be worked out offline.
I am working in HR arena from last 25 years head quartered at Bangalore/India. My past positions include Country HR Head (Praxair India, American MNC), HR Head PSI Bull (Erstwhile Indian IT leader), and Bosch (manufacturing). Had a good exposure working in MNCs and traveled around.
All writings over 100 articles published, are posted on scribd.com/chandramowly
o M.A (Literature and Anthropology) o B.Sc., (Physics, Chemistry Mathematics) o PG in HR, Competency Modeling – USA/Singapore
Competency Modeling, Mapping, Assessment is my core activity from last 10 years. I have been engaged in developing competency models, writing Competency Dictionaries (both leadership and functional). Some of the companies for which I developed competency models and competency based practices include GMR Group (india), Praxair India, Shahi Exports, Quasar Innovations, Astrazeneca, 3 M, Nokia, etc.
|srikanth yadav||01/11/15||10||8||9||it would have been to recommend any .....|
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Overtime must be avoided as it tends to form its own culture of workmen attempting to work-slow to generate overtime hours. If the management wants to stop this, they can increase manpower, so that the
Your question: I think that "understands the complexities of political dynamics and uses this to manage relationships and resolve conflict effectively" requires knowledge and skills so why is it
Competency is the name used for that holistic combination of Skill, Knowledge, Experience, Motive and Values. Competency areas could be many. Technical, Leadership, Functional etc. Competency Units are
Ms Priya, This question is not much to do with Competency Mapping, my area of focus. However, I will share few points for your thinking. It is not difficult for you to draw Sample Performance Appraisal
Line Managers has direct responsibility and the HR manger plays the role of a facilitator. Line Manager has the direct responsibility for Recruitment, Performance Management and Employee development