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Role competency matrix = a step-by-step guide to an objective competency management system /

Record Type:	Language materials, printed : Monograph/item
Title/Author:	Role competency matrix/ by Mahesh Kuruba.
Reminder of title:	a step-by-step guide to an objective competency management system /
Author:	Kuruba, Mahesh.
Published:	Singapore :Springer Singapore : : 2019.,
Description:	xix, 168 p. :ill., digital ; : 24 cm.;
Contained By:	Springer eBooks
Subject:	Management information systems. -
Online resource:	https://doi.org/10.1007/978-981-13-7972-7
ISBN:	9789811379727

Role competency matrix = a step-by-step guide to an objective competency management system /
Kuruba, Mahesh.

Role competency matrixa step-by-step guide to an objective competency management system /[electronic resource] :by Mahesh Kuruba. - Singapore :Springer Singapore :2019. - xix, 168 p. :ill., digital ;24 cm.

Part I_Introduction -- Chapter 1. Introduction -- Chapter 2. Challenges -- Chapter 3. Competency Management (Expectation from CMS) -- Part II_Role Competency Matrix -- Chapter 4. Measuring Competency -- Chapter 5. Role Competency Matrix -- Part III_RCM Implementation -- Chapter 6. Implementing RCM (Guidelines for Implementing RCM) -- Chapter 7. Change Management -- Part IV_Future of RCM -- Chapter 8. Artificial Intelligence in RCM -- Bibliography.

This book discusses the Role Competency Matrix (RCM), a competency management system framework that helps organizations to quantify and manage workforce competencies and align them to business needs. An objective and transparent system for both employees and managers alike, the RCM helps managers make quantitative decisions to develop strategies for staffing needs, competency development, career progression and succession planning in the workforce. It also helps employees to identify the roles suited to their aspirations and capabilities and to take responsibility for their development. "The right people for the right roles" is key to effective workforce management, and workforce competencies must be optimally deployed to improve productivity, enhance job satisfaction and reduce attrition. At the same time, information technology (IT) businesses are under constant pressure to respond quickly to the ever-changing technology and business trends. Although, some organizations take a myopic "hire and fire" approach, in order to succeed, an organization must continually upgrade its workforce's competencies in line with new demands.

ISBN: 9789811379727

Standard No.: 10.1007/978-981-13-7972-7doiSubjects--Topical Terms:

561123
Management information systems.

LC Class. No.: T58.6 / .K87 2019

Dewey Class. No.: 658.4038

Role competency matrix = a step-by-step guide to an objective competency management system /
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505 0 $a Part I_Introduction -- Chapter 1. Introduction -- Chapter 2. Challenges -- Chapter 3. Competency Management (Expectation from CMS) -- Part II_Role Competency Matrix -- Chapter 4. Measuring Competency -- Chapter 5. Role Competency Matrix -- Part III_RCM Implementation -- Chapter 6. Implementing RCM (Guidelines for Implementing RCM) -- Chapter 7. Change Management -- Part IV_Future of RCM -- Chapter 8. Artificial Intelligence in RCM -- Bibliography.
520 $a This book discusses the Role Competency Matrix (RCM), a competency management system framework that helps organizations to quantify and manage workforce competencies and align them to business needs. An objective and transparent system for both employees and managers alike, the RCM helps managers make quantitative decisions to develop strategies for staffing needs, competency development, career progression and succession planning in the workforce. It also helps employees to identify the roles suited to their aspirations and capabilities and to take responsibility for their development. "The right people for the right roles" is key to effective workforce management, and workforce competencies must be optimally deployed to improve productivity, enhance job satisfaction and reduce attrition. At the same time, information technology (IT) businesses are under constant pressure to respond quickly to the ever-changing technology and business trends. Although, some organizations take a myopic "hire and fire" approach, in order to succeed, an organization must continually upgrade its workforce's competencies in line with new demands.
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