BUSINESS EXCELLENCE PROCESS

BUSINESS EXCELLENCE CONSULTING
.... CONSULTING OPPORTUNITIES
... Assessment Center
... Business Process Engineering
... Change Mangement
... Coaching and Mentoring
... Competency Mapping
... Computer Based Training
Tools Design
... Cultural Adaptation of Products
... Cultural Adaptation Post Mergers
and Acquisitions
... Designing HR Processes
... Designing Learning/Development
Processes & Departments
... Managing Innovation Centers
... Organization Surveys
... Succession Planning

ORGANIZATIONAL DEVELOPMENT

SOFT SKILL ENHANCEMENTS

EMOTIONAL INTELLIGENCE

Competency is an underlying characteristic of a person in that it may be a motive, trait or skill aspect of one’s self image or social role of body of knowledge. Competency for a job can be defined as a set of human attributes that enable an employee to meet and exceed expectations of his internal as well as external customers and stake holders.

Competencies have found their increased application across human resource functions to drive both employee and corporate performance, and realize results that are relevant to the organization’s business, strategies and vision. Employees learn, develop, and refine many of their competencies over the course of their careers.

Atyaasaa facilitates creation of a competency grid through a process called Competency Mapping. It’s a process which seeks to identify preferred behaviors and personal skills which distinguishes excellent and outstanding performance from the average.

Competencies can be perceived in terms of an iceberg. Technical Competencies are at the tip - the portion above the waterline that is clearly visible and therefore easier to assess. Behavioral Competencies are below the waterline-they are more difficult to assess and often harder to develop. Behavioral competencies can be understood as manifestations of how a person views him or herself (self-image), how he or she typically behaves (traits), or motivates oneself (motives).

The process that we follow to assess these competencies (competency mapping) is as follows:

1. A job analysis is done by asking individuals about their role and job through one on one interview, behavioral event interviews etc. The primary goal is to gather from incumbents what they feel are the key behaviors necessary to perform their respective jobs.
2. Using the results of the job analysis, competency based job description of the individual is made. A sample of a competency based job description generated is then developed after carefully analyzing the input from the represented group of incumbents and then converted to standard competencies.
3. With a competency based job description we begin the process of mapping the competencies. The competencies of the respective job description become factors for assessment on the performance evaluation. Using competencies will help perform more objective evaluations based on displayed or not displayed behaviors.
4. Alignment of Organization & Individuals through awareness training
5. Alignment of PMS to the Competency Grid through a separate intervention
6. Taking the competency mapping one step further we use the results of evaluation to identify in what competencies individuals need additional development or training.

This helps to focus on the training needs on the goals of the position and company and help employees develop toward the ultimate success of the organization.