+Fazal E Hanan Thankyou very much for taking precious time for writing feedback / comment for my channel. Hope you have subscribed to my channel. Lets connect via WhatsApp +92 333-720 7616 for more learning engagements. Regards, Team Ranjeet
He can easily be trained horizontally [ means we can work on his performance and Functional competencies]. If someone is coached and mentored in a right direction he can learn it easily. But for vertically, he needs a lot of time, exposure, and leadership role [may be acting], but it is bit time taking. In a nutshell, Horizontally 1st then vertically
From Organizational Core values, we drive behaviors. For example, Ownership is a value for org, during interview or promoting someone we need to gauge potential [ behavior], keeping in view the ownership I can ask him / her following questions, 1. In difficult times if your boss is not in the town how would you *lead* that project. Ownership is a Value, Lead is the behavior. Furthermore, from each single value we can drive hundreds of behaviors subject to competency framework [Ms, no, mm, mb, mf, me] Hope I answered your question.
1. Assessment Centre In assessment centre we do group discussion, real based scenario, one to one communication & psychometric assessment. As his potential can quantified based different situation. Sometime we do competency assessment through other ways to gauge it.
“Jo jeeja jee kahege wahi mai karuga “ was epic😝
very knowledgable content 👍
Hahhahahhahahha this type of content is called OD & L&D. It works in corporate world my friend.
@@theRanjeetKumarshow GuruJee 🙏 ❤️✌️ always learn from you🤗 inspiration for many☺️
Employee score card calculation format weekly wise please
Done.. Shall I describe the in the functional and Behavioural competencies? Or balance scorecard wise.
Great strategy for succession planning...
THANKS.
Very Informative Video.
Glad it was helpful!
Very informative ❤
@yaseed Vaid Thankyou very much.
Very insightful
Thanks for the feedback.
Well explained about 9 box Matrix .
Publish in English too for more reach
@sathyanarayanan I will take your advise on a very positive notes... Thanks for watching and sharing valuable feedback man.
Very informative
Glad you think so!
Excellent information
Thanks Vaibhav
Very well explained
Seriously????
@@theRanjeetKumarshow damn serious 🙂
Amazing. I am searching for this content
+Fazal E Hanan Thankyou very much for taking precious time for writing feedback / comment for my channel. Hope you have subscribed to my channel. Lets connect via WhatsApp +92 333-720 7616 for more learning engagements.
Regards,
Team Ranjeet
Can Key performers not move vertically and horizontally together?
He can easily be trained horizontally [ means we can work on his performance and Functional competencies]. If someone is coached and mentored in a right direction he can learn it easily. But for vertically, he needs a lot of time, exposure, and leadership role [may be acting], but it is bit time taking. In a nutshell, Horizontally 1st then vertically
Great content
Thanks Mahanta
In a very short period of time. I am a big fan of you. I wanted to meet you.
@Anus Thanks for sharing greatest for our content. Pls introduce yourself.
WhatsApp |0333 7207616
This process make it easier to evaluate employees in an organization ,but how many times annually this is done?
It depends company policy and protocols. Normally it happens once in a year.
amazing sir
@gfx thanks for great feedback.
Sir can you explain how to tag organizational values with the potential
From Organizational Core values, we drive behaviors.
For example, Ownership is a value for org, during interview or promoting someone we need to gauge potential [ behavior], keeping in view the ownership I can ask him / her following questions,
1. In difficult times if your boss is not in the town how would you *lead* that project.
Ownership is a Value, Lead is the behavior.
Furthermore, from each single value we can drive hundreds of behaviors subject to competency framework [Ms, no, mm, mb, mf, me]
Hope I answered your question.
Can you please share XLS template for tracking same?
Pls share ur email address as I can share xls sheet.
Can share as sample usecase examples?
Didn't get ur question Vaibhav?
Sir wo skill, will ans attitude matrix per ek video banao na ap.
Yes I will make this video very soon. Thanks for suggestion Fazal. We'll did u like 09 Box grid video.
How can we assess the potential of employees
1. Assessment Centre
In assessment centre we do group discussion, real based scenario, one to one communication & psychometric assessment. As his potential can quantified based different situation. Sometime we do competency assessment through other ways to gauge it.
Would you suggest some assessment centres name please
1. Jigsaw Discovery Tool.
2. Talent Games.
3. Some assessment centre run by Korn ferry and Mercer.
For Jigsaw you can connect me +92 3337207616 | whatsapp
How to evaluate potential?
Through assessment centre and psychometric assessment and many other tools which I can share u based on company needs.
@@theRanjeetKumarshow sir plz share other tools.
jo jeeja jee kahe ge wahi mai karuga reminds me many people in my organization. 🤣
Hahahhahhahahhahahhahahaha - it means I speak real na.
Super
@Sabir Ali Thanks
i am a your student in aman tech
What's ur name my boy?
@@theRanjeetKumarshow my name is muhammad kazim sir student of 2015
Box 08
How may I help you further??
@@theRanjeetKumarshow how do I achieve maximum performance?
Very Simple | watch this video & discuss. th-cam.com/video/wT6n-Udj8vA/w-d-xo.html