Competency Definition Unit

The competency definition unit selected in the previous page.

Competency Code

The unique code of the competency selected in the previous page.

Language

The language you selected in the previous page is displayed.

From the “Language” drop-down list box, you can select any other language, to retrieve the record in the selected language.

Competency Class Short Description

A brief description of the competency. The short description can be an abbreviation of the competency description, a short form of it or the full description itself. For example, if the description is “Behavioral Traits”, you can specify the short description in an abbreviated form as “BT” or enter a short form for the description as “Beh. Trts” or “Behvl Traits” etc.

Competency Class Long Description

A more elaborate description of the competency. For example, if the competency being defined is “Behavioral Traits” for which you have already specified the short description as “Behvl Traits”, you can specify the long description as “Behavioral Traits with respect to Quality Management” or “Behavioral Traits with respect to employee motivation” etc., to make the description more clear.

Status

The completion status of the selected competency record. “Completed” indicates that the competency definition has been completed. “Pending” indicates that the competency is still being defined.

Inactive

Indicates if the details of the competency are active and available for use in other activities or otherwise. Note that a blank check box indicates that the details are active. If the status is inactive, the check box displays checked.

Competency, Minimum Desired Level

The minimum desired level(MDL) of a competency indicates the minimum extent to which the competency must be present in an employee. For example, if the MDL for the competency “Communication Skills” is 3 or 4, it indicates the minimum extent to which the competency must be present in the employee. In this example, the maximum value of the competency is set as 5, in the system parameters.

Maximum Level

The maximum value set in the process parameters for the competency. The system displays the predefined value.

Trainable

Indicates if the nature of the competency is trainable or otherwise. Checked indicates the competency is trainable, unchecked indicates the competency element is not trainable.

A competency that is expected to be inherent in employees, such as “Integrity”, which cannot be imparted through training to employees who do not possess it, is a non-trainable skill. A competency element such as “Drafting Proposals” could be an example of a trainable skill.

  Map for all employees

Indicates if the competency has been mapped to all the employees in the organization, or otherwise. For example, the competency “Operating Compressor” or “Driving Skills” cannot be mapped to all the employees while the competency “Discipline” can be mapped to all the employees.

 Comments

Any additional comments that might be significant or meaningful about the competency.

Competency Class Code

The unique code of the competency class mapped to the competency.

Competency Class Description

The description of the competency class.

Weightage

A number, for instance 5 or 10, to indicate the weightage given to each competency class with reference to the other competency classes within the competency.           

Example: There are three competency classes in a competency, and you have assigned them the following weightages: 40, 10 and 5. The system computes them in percentage as follows: 62.5%, 25%, and   12. 5%.

Weightage (In %)

The competency class weightage in percentage. Competency class.

Number of Competency Elements Mapped

The number of competency elements comprising the corresponding competency class.

Competency Class Description

The description of the competency class to which the competency element is mapped.

Competency Element Code

The unique code of the competency element mapped to the selected competency class. 

Competency Element Description

The description of the corresponding competency element.

Minimum Desired Level

The minimum extent to which an employee must be proficient in the corresponding competency element. The proficiency levels of the employee in a competency element can be rated on a numeric scale of 0-100, 0-120, 0-150 etc., based on the maximum value set in the process parameters during deployment.

The maximum desired value that could be assigned is already set in the process parameters. Depending on the maximum value, you can assign a value to indicate the minimum desired level.

Example: The competency element is “Drafting Proposals”, and the maximum value is set as 200. You can specify 35 or 45, to indicate the minimum extent to which this competency element must be present in the employee.

Weightage

A number, for instance 5 or 10, to indicate the weightage you want to assign to each competency element with reference to the other competency elements within the competency class.

Example: There are three competency elements in a competency class, and you have assigned them the following weightages: 40, 10 and 5. The system computes them in percentage as follows: 62.5%, 25%, and 12. 5%.

Weightage (In %)

The competency element weightage in percentage.