Technically Identifying the Competency Within the Organization

The basic motto of any company or organization in public or private sector is to earn success and profit. Every company wants to be different and stand out in the competition in order to become superior to others. To taste success there are few points and areas where a company has to focus, identify and implement professional steps to assure quality. One of the strongest assets any company has is its employees and managers, these people should have the will to work, their skills and never say die attitude in order to overcome toughest situations with ease. Company also has to look into the grooming and the training aspects for giving high end learning of all the new updates and work related information in the organization. The best way is to check the competency skills of these members.

Identifying the Technical competencies is also one area that the company has to focus on. There is always a need to implement an effective succession planning system in an organization. The ability to identify and develop practical, hardworking business leaders simply requires an equally practical, hardworking system that can identify the knowledge, skills and abilities required in a key position and match it with the skills and abilities of the candidate. By practicing a Competency based system, a company can integrate all human resources system such as succession planning, staffing, job design, training and development and performance improvement, can create accurate profile of key organizational leadership and management roles, can identify and develop a pool of candidate that can be groomed for key roles and responsibility and can track progress of individual candidates towards desired competencies.

Learning management systems are one of the basic needs of the HR in an organization. This system has its own benefits when used appropriately in a company’s process. It is Robust, easy to use, it integrates with the supporting HR processes and supports blending learning.

Planning is of utter importance for employee’s developmental skills

Development has always been a positive part of the society whether it was development of surroundings, development or children or development of technology. When it comes to the corporate section, top level managements invest so much of time and money to ensure an intellectual and informative development process for their employees and staff. A correct development would result into excellent and profitable work, a good environment to work in and a healthy business. Every company has its own development and learning section that provides appropriate training for the best results. Development is not only restricted towards the company’s growth but towards the employees growth also.

There are dedicated and highly professional firms which help the top companies and organizations in the development planning route carefully and appropriately. There are certain questions of the organization which are logically answered by these firms. These questions are How can their people decide which roles would be best for them as they grow in the organization? How can they involve their people more in planning and carrying out their own development? How can they help their people to identify their strengths and their development needs? How can they keep a better track of the skills and knowledge of their people? How can they make better decisions about investing in employee development? And how do their people feel about their people development processes?

These firms also assist companies in giving full and informative job descriptions for the desired individual and candidate. There are few points which are kept in mind like Assembling SME’s who know the job/role in question, providing the SME’s with appropriate documentation, including job description and SME’s reviewing the applicable competency model, as if it were a menu, and select the competency domains or titles that apply to the targeted job.

Leadership development worldwide, preparing future leaders

In the earlier times when problems prevailed on the society and its people, there always was one such person who use to stand up for the people, a person who had the ingredients and the skills to convince others, a person who could lead from the front, a person who could set and examples for others to follow, a person with patience and fresh mind, the person with all these abilities and qualities was known as a leader.

In the corporate sector the company and businesses look for such kind of people with all the skills and talent by the help of which they can successfully ensure smooth work. The first and the most important thing seen in a leader is the presence pertaining to appearance or speech.

There are firms which assist in gaining Leadership development worldwide for an organization. According to a quote from a well known personality “The difference between what we are doing and what we’re capable of doing would solve most of the world’s problems”. These firms help the organization in applying a research based approach to develop the leaders, tailor a tested leadership framework to the development goals of the leaders, link leading indicators to the organization’s training and other HR needs and to raise the leaders levels from what they are doing to what they are capable of doing.

Firms also assist organization in Succession planning by alignment of leaders and potential leaders behaviors with organization strategies, providing accurate methods for measuring the whole person contribution of each succession candidate, not just classifying as individual by the description of their current position, Processes and plans that meet the organization ‘s needs within the culture and environment and automated, on-line candidate and management tools for identifying skills gaps and tracking/documenting progress toward desired results.

How to help the HR executives hire the best person for a job?

Human resource executives are responsible for hiring any employee in an organization. They are provided with the detailed description of the vacancy by the concerned department. All the imnportant professional and education requisites of the person desired for the vacant position is given to the Human resource department, to help them shortlist the best candidates for interview, and choose the best one for the current opening from amongst them.

To enable the HR personnels to hire the candidate similar to what you are looking for, its very important that the despription of Job provided to them is both complete and to the point. The main requisites of a good job desciption are:-

• Job title: This tells about the designation of opening and the department of company where the vacancy exists.
• Responsibilities: This gives a detail description of the kind of work a selected candidate has to do in the organization. It includes all the important tasks he has to do, and the assignments he would be assigned
• Hierarchy of vacancy: This tells the HR manager about who is going to be the hiring manager for the opening and to whom will the candidate report to, if selected.
• Compensation: This gives the HR people an idea of the amount the company is willing to spend on the particular position.
• Candidate background: This gives information about the professional and educational background of the desired candidate, including his work experience, trainings attended and any leadership development course studied.
• Any personal characterstics: It gives supplimentary description about the desired candidate, which includes