Hi friends,
My senior is asking me to draft a job description (JD) for the Vice President of Human Resources (VP - HR) with a Radar Chart. I have successfully drafted the JD for VP - HR, but I am struggling to create the Radar Chart.
Could you please advise me on whether it is possible to incorporate the JD for VP - HR into a Radar Chart? Your insights and opinions would be greatly appreciated.
Please share your thoughts as soon as possible.
Thank you.
From India, Pune
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2My senior is asking me to draft a job description (JD) for the Vice President of Human Resources (VP - HR) with a Radar Chart. I have successfully drafted the JD for VP - HR, but I am struggling to create the Radar Chart.
Could you please advise me on whether it is possible to incorporate the JD for VP - HR into a Radar Chart? Your insights and opinions would be greatly appreciated.
Please share your thoughts as soon as possible.
Thank you.
From India, Pune
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There are several spelling and grammar errors in the user's input. Here is the corrected version with proper paragraph formatting:
"11 View, no response. Kindly share your expert view. It looks like it's not possible to draft a Radar chart based on the JD VP - HR. But still, if someone ever comes across this, please share. If not, then also share your opinion."
Please let me know if you need further assistance.
From India, Pune
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"11 View, no response. Kindly share your expert view. It looks like it's not possible to draft a Radar chart based on the JD VP - HR. But still, if someone ever comes across this, please share. If not, then also share your opinion."
Please let me know if you need further assistance.
From India, Pune
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Dear Raj,
There has been no reply despite 11 views because the information you provided is inadequate.
The crucial question is, what is your designation? Creating a job description for a Vice President is typically the responsibility of Directors. How is it that they have assigned this task to you?
Regarding the Radar Chart, have you conducted a Google search? I looked into it myself. You can click here to refer to one of the links: https://docs.google.com/viewer?a=v&q=cache:OcWmrq0cYz8J:web2.concordia.ca/Quality/tools/23radar.pdf+%22Radar+Chart%22&hl=en&gl=in&pid=bl&s rcid=ADGEESgnU_MQgDXT7LnZscFzWWW57UwOpAdomzw5YxQSC GGWADEXvFZ9UQMVleqHChpcY_lIt5ezSBhsTosXXNkkSyU1x4b hYTDnyMMssAgyVLV_G038YKXjGSHXBz57LvOBYhO45ufy&sig= AHIEtbT-Bi3xO4csIZkCovGTqew7MsW-Ng&pli=1.
On the webpage from the link I provided, you will find the Radar Chart. It is essential to determine what and how many points you would like to include. The number of vertices of this geometrical figure will correspond to the number of points you include.
Ok...
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
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There has been no reply despite 11 views because the information you provided is inadequate.
The crucial question is, what is your designation? Creating a job description for a Vice President is typically the responsibility of Directors. How is it that they have assigned this task to you?
Regarding the Radar Chart, have you conducted a Google search? I looked into it myself. You can click here to refer to one of the links: https://docs.google.com/viewer?a=v&q=cache:OcWmrq0cYz8J:web2.concordia.ca/Quality/tools/23radar.pdf+%22Radar+Chart%22&hl=en&gl=in&pid=bl&s rcid=ADGEESgnU_MQgDXT7LnZscFzWWW57UwOpAdomzw5YxQSC GGWADEXvFZ9UQMVleqHChpcY_lIt5ezSBhsTosXXNkkSyU1x4b hYTDnyMMssAgyVLV_G038YKXjGSHXBz57LvOBYhO45ufy&sig= AHIEtbT-Bi3xO4csIZkCovGTqew7MsW-Ng&pli=1.
On the webpage from the link I provided, you will find the Radar Chart. It is essential to determine what and how many points you would like to include. The number of vertices of this geometrical figure will correspond to the number of points you include.
Ok...
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
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Dear Dinesh,
Thank you for your response. I would like to address your queries:
I am currently working as a Manager in HR and report to the AGM - HR. We are in the process of hiring a VP in HR, and the job description is attached for your reference. Please review it and advise on how to create a Radar Chart with the contents of the VP - HR JD.
Please find attached the VP HR JD.
Regards,
RS
From India, Pune
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Thank you for your response. I would like to address your queries:
I am currently working as a Manager in HR and report to the AGM - HR. We are in the process of hiring a VP in HR, and the job description is attached for your reference. Please review it and advise on how to create a Radar Chart with the contents of the VP - HR JD.
Please find attached the VP HR JD.
Regards,
RS
From India, Pune
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can any one help plz to relate VP - HR -JD with radar chart.. I have attached finalized VP JD and its content which hv to incorporate in radar chart
From India, Pune
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From India, Pune
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Can anyone help, please? This is something that I have never heard of and cannot find on Google or other social learning websites. I have shared this with all my friends on citehr to get a solution for this problem. Kindly, all of you, pay attention and do the needful.
From India, Pune
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From India, Pune
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Hi, Radar Chart is also known as Web Chart. You can easily get details if you do Google search. Col.Suresh Rathi
From India, Delhi
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From India, Delhi
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Pl read the book on Value Migration by Adrain slywotzky for details on Radar screen, It is a strategic concept Regards, Gopikrishna
From India, Madras
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From India, Madras
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Actually, friends, my senior is suggesting assigning numerical values to the Preferred and Essential variables of the job description and then using those values to create a radar chart. I have searched extensively but have been unable to establish a connection between the job description variable in numerical values and generating a Radar Chart.
After trying everything, I believe it is not feasible. Kindly share if you have encountered a similar situation. If yes, what was the solution? If not, how can I proceed to resolve this issue and save my life?
From India, Pune
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After trying everything, I believe it is not feasible. Kindly share if you have encountered a similar situation. If yes, what was the solution? If not, how can I proceed to resolve this issue and save my life?
From India, Pune
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Dear Raj,
Has your organization conducted a job analysis for this senior position?
You have mentioned Essential Traits and Desirable Elements in the JD. Out of these essential elements, give numerical values (i.e., ratings. E.g., on a scale of 1-10) indicating the importance and relevance of a particular trait the incumbent for this position must have, satisfying the mission and objectives of your organization. Some traits may be highly important out of the essential components. Give high scales for those. Give lower values for elements that are of less importance compared to other elements.
After assigning values to all essential elements and desired traits, create a table in MS Excel using all important data. Select the table entirely and go to the chart wizard from the insert menu, then look for the radar chart. Choose the radar chart option and proceed to the next step. Fill in all data appropriately. You will get the desired chart.
The most crucial aspect is rating each trait, assigning values to the essential traits, and desired elements in the JD. This should be done after a careful discussion and thorough assessment by your top management.
Usually, these tasks are handled by highly trained HR experts or consultants.
Anyway, go ahead... All the best...
From India, Thiruvananthapuram
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Has your organization conducted a job analysis for this senior position?
You have mentioned Essential Traits and Desirable Elements in the JD. Out of these essential elements, give numerical values (i.e., ratings. E.g., on a scale of 1-10) indicating the importance and relevance of a particular trait the incumbent for this position must have, satisfying the mission and objectives of your organization. Some traits may be highly important out of the essential components. Give high scales for those. Give lower values for elements that are of less importance compared to other elements.
After assigning values to all essential elements and desired traits, create a table in MS Excel using all important data. Select the table entirely and go to the chart wizard from the insert menu, then look for the radar chart. Choose the radar chart option and proceed to the next step. Fill in all data appropriately. You will get the desired chart.
The most crucial aspect is rating each trait, assigning values to the essential traits, and desired elements in the JD. This should be done after a careful discussion and thorough assessment by your top management.
Usually, these tasks are handled by highly trained HR experts or consultants.
Anyway, go ahead... All the best...
From India, Thiruvananthapuram
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To understand radar chart pl read the book on 'Value Migration' by Adrian Slywotzky Regards, Gopikrishna
From India, Madras
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From India, Madras
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Raj,
What Binu is saying is right. A radar chart is simple if you use MS Excel.
1) Take the table on page 2 and transpose it to MS Excel.
2) Use a ranking system (1 to 10) to rank the traits.
3) Use the chart wizard to create a radar chart.
4) On the radar chart image, publish the ranking by importance and explain any color schemes you use.
Hope this helps, and please let the others know if their inputs helped.
From India, Mumbai
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What Binu is saying is right. A radar chart is simple if you use MS Excel.
1) Take the table on page 2 and transpose it to MS Excel.
2) Use a ranking system (1 to 10) to rank the traits.
3) Use the chart wizard to create a radar chart.
4) On the radar chart image, publish the ranking by importance and explain any color schemes you use.
Hope this helps, and please let the others know if their inputs helped.
From India, Mumbai
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Dear Raj,
Here's my suggestions for you:
Please consider involving a very senior skip-level consultant who might have been interviewing the directorial candidates. A third-party neutral view would help in closing a position at its best. A good deal of brainstorming for this document now will help in drawing a Performance scorecard later. Wish you all the best!
From India, Mumbai
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Here's my suggestions for you:
- You have identified the areas which are most essential for the role. Please consider creating a mind map for the most crucial concerns at an organizational level that have led to this hiring decision. Find the connections to other supporting reasons that lead to this hire. Identify a timeline for each node. For example, if the chief concern is managing a larger workforce due to the company's expansion within the next six months, then the branches out are a compensation review to attract new talent within a month, manpower planning and acquisition to ensure ramp-up for the next quarter, and so on.
- Here, you may not be able to give a definite weightage, as you will find a few nodes small but very sensitive. For instance, the PR responsibility might seem considerably small, yet sensitive.
- Identify the top concerns within the functional level and then chart out the criteria one must have to resolve them. For example, if you have very low internal HR branding, identify the reasons contributing to it and a probable action plan. Leave this plan rough, as this is what the interviewer may require to discuss with the interviewees.
- Similarly, consider other areas, including compensation, standardization, and other core concerns, and then branch out to what needs to be solved.
Please consider involving a very senior skip-level consultant who might have been interviewing the directorial candidates. A third-party neutral view would help in closing a position at its best. A good deal of brainstorming for this document now will help in drawing a Performance scorecard later. Wish you all the best!
From India, Mumbai
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Job Description - HR & Admin.doc