Introduction:  Investing in employee development is essential for staying competitive. Competencybased talent development focuses on building the specific skills and knowledge required for current ...

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Introduction:

Investing in employee development is essential for staying competitive. Competency-based talent development focuses on building the specific skills and knowledge required for current and future roles.

Identifying Development Needs:

Performance Gaps: Analyze performance data to identify areas where employees need to improve their competencies.
Succession Planning: Assess the competencies required for leadership positions and develop talent accordingly.
Organizational Goals: Align development initiatives with strategic objectives.
Tailored Development Programs:

Competency-Based Training: Design training programs that directly address competency gaps.
Mentorship and Coaching: Provide opportunities for employees to learn from experienced colleagues.
Stretch Assignments: Challenge employees to apply their competencies in new and demanding situations.
Measuring Development Impact:

Competency Assessments: Track competency development over time.
Performance Improvements: Evaluate the impact of development initiatives on individual and team performance.
Conclusion:

By focusing on competency development, you can create a workforce that is agile, adaptable, and equipped to meet the challenges of the future.

Build a future-ready team! Learn how Competency-Based HR promotes adaptability & growth.

Boost Performance with Competency-Based HR Strategies

Competency-Based Interviewing: Selecting the Right People for the Job

Founder

Competency-Based Interviewing: Selecting the Right People for the Job- Grapevine

Align your HR strategy with your business goals.  We help you  implement competency-based frameworks for recruitment, performance management, and training, attracting and retaining top talent.

https://basiltreeconsulting.com/competency-based-hr/

Competency-Based HR: Building a Future-Ready Workforce

Hello folks,

I am currently building an outbound recruitment solution for companies to help them find suitable and available candidates from all across the internet for the role. Currently, we have an MVP on our end and I am looking for an opportunity to work with an early-stage company, currently hiring for multiple roles. 

What shall I do?
1. Build the talent pipeline
2. Nurture the talent pipeline
3. Build feedback and interview templates
4. Builld hiring guide
5. Close the best talent for you
6. Assist you with building your employer branding

I have 4 years of experience in the recruitment industry, working with a couple of startups. In my last gig, I was fortunate enough to hire and retain folks across multiple functions. The cross-functional team built around ops, customer success and sales helped us, achieve a 10x monthly business scale-up in 12 months, resulting in $1.5mn in ARR.

My intention is to add symphony to the recruitment process and help the SMB to attract the most suitable and available talent for their business. 

Thank you for your patience.

Looking for a Talent Acquistion consulting work at eary stage startups.

Generalist

Welcome to Business Roles's Private Community

I've been searching for a job in the HR field for quite some time, and being jobless is starting to affect my sanity. I've joined Zumba and swimming classes. Can anyone recommend anything for skill development as well?

### Seeking HR Job: Skill Development Recommendations Needed

Human Resource

Currently I'm just wondering why interviews feels so fake especially the behavioural ones, which I actually struggle with. 

I think it's just a game where candidates say what the interviewer wants to hear instead of trying to know the real character of the candidate. Compared to coffee chats, I think you can actually know about a person more than when you actually do interviews. Any thoughts here?

Interviews Are So Fake

In personal life, and at work, you will have situations where you have to provide instantaneous answers with feigned passion to trite, mundane, and sometimes borderline idiotic questions. Your employer wants to know if you are capable of marching as a dutiful soldier thru the corporate charade.

Software Developer

I am addressing folks who have progressed in their careers enough to earn at least 30 LPA.

If you are earning this much in India, you are already in the creamy layer of lifestyle. You can afford a decent house, a decent car and probably save up some assets for children's education (A lot of people bring up the expensive school fees). 

If you get a salary hike from 30LPA to 40LPA, there is a high chance that your lifestyle will not change that much. Your savings will go up, but still it will take years to retire early in either case. It's quite apparent that if you want to improve your lifestyle at this stage (highest-end middle class), you will require an income source capable of providing leverage and exponential growth.

Barring a few folks I know, everyone else is busy grinding leetcode, mugging up system design for their next job switch or even worse, kissing ass for the next promotion. 

Why don't enough people start learning about business on the side and slowly start investing their free time in learning everything they can about it ? I am sure it will be a much better time investment if you play your cards correctly for a long enough time (I am pretty sure this is still a quicker path to riches as compared to 30 years of SIP investments).

Note: I completely understand that many people have monthly payment obligations like EMIs. And that's why my question is about 'aspirations'. I am not asking 'Why are people not leaving their jobs to pursue entrepreneurship?'. I am rather asking 'Why are people not even thinking about anything else apart from the next (disappointing) hike?'

Why are there not enough folks having entrepreneurial aspirations?

Being an entrepreneur isn't about skills, its about temperament. 
  
 The former is coachable, the latter isn't.  
  
 That's why you don't have everyone jump head first into being an entrepreneur.

Sales Manager

Software Engineer

Welcome to IT Company Discussion's Private Community

1. SET Clear Goals: Understand what you want from your career and set clear, achievable goals. This could be a specific role you want to attain, a skill you want to learn, or a project you want to lead.

2. Continuous Learning: Always be open to learning new skills and improving existing ones. This could be through formal education, online courses, workshops, or self-study.

3. Networking: Build strong relationships with colleagues, managers, and other professionals in your industry. They can provide valuable advice, opportunities, and support.

4. Seek Feedback: Regularly ask for feedback on your performance. This can help you identify areas for improvement and demonstrate your commitment to personal growth.

5. Take Initiative: Show your willingness to take on new responsibilities and challenges. This can demonstrate your commitment and potential to the company.

6. Positive Attitude: Maintain a positive and professional attitude. This can help you navigate challenges and make a good impression on others

7. Work-Lif Balance: While it's important to be dedicated and hardworking, it's also crucial to maintain a healthy work-life balance. This can help prevent burnout and keep you motivated.

8. Mentorship: If possible, find a mentor within your company who can provide guidance and support as you navigate your career path.

Remember, career progression often takes time and patience, so don't be discouraged if you don't see immediate results. Keep working towards your goals and stay open to new opportunities.

Tips for career progression and advancement within a company

Data Scientist

Hey community folks, 
I wanted to know which approach is best or you tried yourself while trying to switch. I know trends are like either going for product based companies (Amazon, Microsoft, Intel) or going for Management consultancy companies (like  Bain, BCG). 
What should one aim for career growth wise. Obvious question yet wanted to have people's thoughts on this.

Thanks (⁠θ⁠‿⁠θ⁠)

Skill to work on if someone wants to switch?

Analyst 

Welcome to Software Engineers's Private Community

I joined as a fresher in Oracle.. Based on my performance I got an option to wfh after my wedding. I continued with the same company just to balance my work and kids.. It's 13 years with Oracle and my underpaid..I want to switch to a different domain.. Currently in peoplesoft..I don't know where to start.. Also I want to know about freelancing.. Any guidance would be useful for me..

Career development

Why AMA?-
New to GV. I see potential here; trying to gauge audience and perhaps I can talk about a thing or two; can definitely learn from ya’al otherwise.

Primer Qs (from some successful AMAs outside of GV)-
What tech has better future?
Is Ai going to kill our jobs?
How to increase Tc 5x, 10x, 20x+?
Startups vs big corps?

Background, Tc stuff-
Decade+ yoe
Started with <10Lpa. Crossed >10Lpm.
Life is fun and no amount of money is enough.
I’ve seen it firsthand that the investments and luxuries grow at far bigger rate than your comp, Can’t complain though.

A Staff engineer :: AMA

So I'm a developer, say for example working with a specific language like C#. Over the year I worked on enhancing my skills in C# and also dabbled over to look into other domains like AI/ML. What all should I mention in my performance review feedback? Is it wise to show that I went beyond my job requirements and learnt about new and upcoming domains where the product is currently not focused on? I also did some side projects and built some Android apps for fun. Does it make sense to add them too, to indicates that I'm not restricted to just one language or framework. Any suggestions what should/can go and what should not?

What to share what not to share in performance review feedback?

Data engineer

As startups scale, maintaining quality and ensuring consistent performance becomes paramount. That's where a robust Training and Quality Team comes into play. 

Here's why:

1️⃣ Consistency breeds trust: By standardizing processes through thorough training, startups build trust with customers, investors, and stakeholders.

2️⃣ Adaptability is key: A dynamic Training and Quality Team ensures employees are equipped to handle evolving challenges, fostering adaptability and innovation.

3️⃣ Customer satisfaction drives growth: Quality training leads to superior customer experiences, driving retention rates and fostering positive word-of-mouth referrals.

4️⃣ Risk mitigation: Investing in training mitigates risks associated with errors, compliance issues, and regulatory challenges, safeguarding the startup's reputation and bottom line.

5️⃣ Empowered teams, empowered growth: A well-trained workforce feels valued and empowered, leading to increased productivity, creativity, and ultimately, sustainable growth.


In conclusion, the foundation of any successful startup lies in its ability to prioritize Training and Quality. By investing in these crucial elements, startups set themselves up for long-term success and scalability. 


#StartupSuccess #TrainingAndQuality #CustomerSatisfaction #RiskMitigation #EmpoweredTeams #ConsistencyIsKey #Adaptability #QualityTraining #GrowthMindset 🚀📈

🌟 Investing in Training and Quality: The Backbone of Startup Success 🌟

Quality Assurance

I'm a 21 year old intern at an MNC, and i would like to know what skills i should adopt to be a better developer/team member/employee

What are the must have skills in the corporate world ?

What do interviewers usually look for in such interviews? What kinds of questions can we expect? I know its not purely technical but looking for some insights from those who would have gone through the same.

TechnoManagerial Interviews

Technical Lead

Welcome to Office Gossip's Private Community

Hey all,

I have 10 years of experience and currently I am a senior software engineer in 100 years bank.  In the mid year I had a good rating. Before year end i would like to request for a promotion to a Team Lead. What should be the approach to request/ask the manager? Please guide me

Should I Ask my manager

Software Lead

What to do if your manger is incompetent??

Hello everyone, I recently started my company and now want to hire actual people in the IT space.

As other fellow humans, how'd you like the interview process to be for engineering roles? I don't want to follow the crazy white board algorithm norms, I need the job to get done, idc if you google or use ChatGPT as long as you understand the problem and the solution.

Please share your inputs!

New Startup Trying To Hire Humans

How do people transition to another technology?
How do they be on par with other candidates who are already working in that technology?
And why do they hire someone making a transition than someone who's already working on that?

How do you make a career transition

AMA about what actually goes behind those rangolis in the HR dept and work that better compensated people in HR do.

Competency-Based Interviewing: Selecting the Right People for the Job

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