Role of Competency Mapping in Talent Management

Role of Competency Mapping in Talent Management

Sasmita Misra

26,48 €
IVA incluido
Disponible
Editorial:
BLACK EAGLE BOOKS
Año de edición:
2021
ISBN:
9781645601920
26,48 €
IVA incluido
Disponible

Selecciona una librería:

  • Librería Samer Atenea
  • Librería Aciertas (Toledo)
  • Kálamo Books
  • Librería Perelló (Valencia)
  • Librería Elías (Asturias)
  • Donde los libros
  • Librería Kolima (Madrid)
  • Librería Proteo (Málaga)
Sobre IBD

This Book consists of six chapters:Chapter I presents the overview of the study, relevance, objectives and methodology adopted to conduct it. Competency mapping can play a significant role in recruiting and retaining people as it gives a more accurate analysis of the job requirements, the candidate’s capability, of the difference between the two, and the development and training needs to bridge the gaps. As far as meeting an individual’s career aspirations are concerned, once the organization gives an employee the perspective of what is required from him to reach a particular position, it drives him to develop the competencies for the same. The author presents the relevance of the study and the research methodology adopted to draw out conclusions on the effective competencies required by professionals for managing Talent in their organization.Chapter II discusses the theoretical framework and review of literature is related to competency mapping, talent management, performance management and employee engagement has been undertaken to develop a perspective for the research undertaken and find out the gaps in the literature.Chapter III presents the profile of various Indian Information Technology (IT) firms.Chapter IV deals with talent management practices in the IT firms. Chapter V analyses the perceptions of the HR personnel and engineers on talent management practices and interpretation of the data collected. For the purpose of data analysis, the total questionnaire was divided into three clusters (construct variables) The clusters (construct variables) were: •Competencies and tools for measuring competency mapping •Role of Competency mapping on talent management practices •Impact of talent management practices on employee engagement practices First part was analysis of the response on the perception of HR managers as well as software engineers on the role of competency by doing cross tabulation of HR managers and technical persons. The second part of the analysis was based on factor analysis conducted on the part B of the questionnaire which dealt with the role of competency mapping on the talent management practices. The third part of the analysis is based on the regression analysis of various competencies on talent management practices. The last part is based on cross tab for understanding role of talent management on various employee engagement practices.Chapter VI The last chapter recapitulates the findings and the scope for future research.  

Artículos relacionados

  • Friend Grief in the Workplace
    Victoria Noe
    They’re friends and coworkers, so when they die, it’s not only a personal and professional loss but a challenge: How can you grieve and get your work done, too?In the fifth book in the Friend Grief series, Friend Grief in the Workplace: More Than an Empty Cubicle you’ll meet people whose friends were coworkers, too: in a TV newsroom, a rectory, a Broadway show and on a baseball...
    Disponible

    4,13 €

  • Consequences
    Susan Popoola
    The August riots of 2011 started off in London and spread across different parts of the country. People questioned whether or not the riots were really about the shooting of a young black man by the police. That is open to debate. What is, however, unquestionable is that there are segments of society that are disengaged from the mainstream. While some may believe that this was ...
    Disponible

    11,51 €

  • So You Want a Seat at the Table
    Jeanne Kerr
    So You Want a Seat at the Table, a Practical Guide to Being a True Strategic HR Business Partner is a refreshing approach to a long-debated challenge. It is targeted to new and experienced human resources business partners and human resources leaders who want to expand their ability to think and act strategically. Whether an HR practitioner is in a large or small corporation, n...
    Disponible

    15,31 €

  • Feedback Flow
    Georgia Murch
    Let’s face it, we all want to create a high-performing team, culture, product or service that ripples throughout our business and into the market. But what is required to do this? How do we go about it?So, we do some clever thinking and come up with some strategies to get there.  We improve systems, processes, create new products or services. We implement with some success but ...
    Disponible

    28,56 €

  • Stakeholder Centered Coaching
    Marshall Goldsmith / Sal Silvester
    Executives buy results, not coaching. The problem is that most leadership and executive coaches do not measure the impact of their coaching engagements. They can’t prove that their coaching is actually making a difference. They rely too heavily on coach satisfaction surveys and other methods that simply measure reaction and not change.It doesn’t have to be that way. We can and ...
  • Stakeholder Centered Coaching
    Marshall Goldsmith / Sal Silvester
    Executives buy results, not coaching. The problem is that most leadership and executive coaches do not measure the impact of their coaching engagements. They can’t prove that their coaching is actually making a difference. They rely too heavily on coach satisfaction surveys and other methods that simply measure reaction and not change.It doesn’t have to be that way. We can and ...
    Disponible

    23,43 €