COMPETENCE PROFILING

Kartavya

04-03-03

Competence Profiling

This is further to my note dt. 28/02/03.

In this note, I enclosed two Competence Profile “sheets” for Mr. A. J. Mhatre, whose:

• Primary Function is — SALES

• Secondary Function is — MKTG

• Tertiary Function is — Service

I also guessed:

Persons/Professionals whose	Population Size of such professionals
Primary Func → Sales	9563
Secondary Func → Sales	12,893
Tertiary Func → Sales	23,894
Primary Func → Mktg	4296
Secondary Func → Mktg	9087
Tertiary Func → Mktg	13,487

Now let us further assume (or find out from structured database of Mr. Mhatre, created by RESUMINE) that:

Mr. Mhatre

• Age: 46 yrs (from DoB)

• Designation: General Manager

• Edu. Quali.: Bachelor’s Degree

• Total Exp.: 25 years

Sometime back, you had brought out a point.

How do we add “Weightages” of Age/Exp./Edu. etc. to the Competence-Profile of a person?

I have not found a neat solution to this problem, until I see your point.

You are saying that,

“We are not comparing Apple with Apple, when we compare Mr. Mhatre’s COMPETENCE SCORE with the same for entire population.”

The entire population whose Primary Function = Sales is 9563.

But, this population may/will contain executives, whose:

• Age ranges from 26 years to 56 years

• Designation ranges from Officer to President

• Edu. Quali. ranges from S.S.C. to Ph.D.

• Experience ranges from 1 year to 34 years

Now to say that

(Hand-drawn bell curve showing Mr. Mhatre’s score vs. Total Population = 9563)

… is not comparing Apple with Apple!

We should in Resumine build-in a feature, whereby we can draw such COMPETENCE SCORE FREQUENCY DIST. GRAPHS for each:

• Age-Group (21-25 / 26-30 / 31-35 / 36-40 …)

• Edu. Level (SSC / Graduate / Post Graduate)

• Design. Level (Supv/Off/Mgr/GM/VP/…)

• Total Exp. (5-10 / 11-15 / 16-20 / 21-25 years …)

Now when we do this, the total population of 9563 whose Primary Function = SALES, gets redrawn as follows:

(Hand-drawn graphs showing Mhatre plotted under subsets)

• Age = 46/50, Population = 1289

• Desig. = Gen. Mgr, Population = 842

• Edu. = Bachelor’s, Population = 4263

• Total Exp. = 21-25, Population = 693

PRESTO!

The moment we click on button:

[Compare Apple-for-Apple]

We see altogether different COMPETENCE-SCORE FREQ. DISTRIBUTION GRAPHS, in which:

• Mhatre’s “Standing/Ranking” immediately improves!!

• Now you are truly comparing Mhatre with his PEERS (people at same level)!

No more diluting his rating/ranking in a hotchpotch (kitchdi) of all-and-sundry professionals, whose only LCD (lowest common denominator) is that they are all, primarily, SALES professionals. But beyond this one/single attribute, they otherwise form a very HETEROGENEOUS GROUP!

Having captured all STRUCTURED data for/from every incoming resume, it is relatively simple/straightforward for the software to:

→ Create such Freq. Dist. Graphs for each & every “variable” (we can expect hundreds of combinations).

→ Once-a-day, update all such graphs (by updating all data-tables) based on resumes processed during the course of the day on our Webserver.

As we discussed, we can tell the potential subscribers:

“Sir/Madam,

If you process (thru Resumine), the email resumes of all of your EXISTING employees, then you can generate such COMPETENCE SCORE FREQ. DIST. GRAPHS for your own Company (of course, provided you employ a large enough no. of professionals in each category/functional area).

Thereafter, anytime you are trying to interview/recruit an outsider professional, you could super-impose his Competence Score on your Freq. Dist. Graph to figure out where exactly does this outsider stand (in comparison with your own internal population of similar/identical professionals).

You can make “Apple-for-Apple” comparison of an Outsider with your Insiders!”

This will help you in “structuring” an optimum “offer” for that candidate, in terms of:

→ Designation to be offered

→ Salary to be offered

WITHOUT upsetting your own Internal Apple-Cart!

This will also help you – as an enlightened HR Manager – to convince your own internal employees as to how no injustice has been done to them, when offering such designation/salary to an outsider.

Generation of such Internal Freq. Dist. Graphs (of existing employees) would also help you in:

→ Performance Appraisal

→ Annual Rewards

→ Training Need Assessment etc.

ONE IMPORTANT POINT

All Freq. Dist. Curves & Comparisons will be offered as a feature to only those subscribers who accept/agree to keep their resume-databases on our Webserver.

Those who wish to keep their resumes on their own local harddisks will NOT get this (free) service. Since (our argument) these graphs are generated ON-THE-FLY!

Kartavya

28/02/2003