It mainly deals with technical and managerial dimensions of competency mapping.

1. Sales Manager, R&D staff Competency Mapping
BY
T.V.Ashok Kumar
PGDMG13111

2. Competency=Intelligence + Education + Experience + Ethics + Interest
Skill
Job Attitude
Knowledge
Observable Behavior
Job Performance
Competency

4. Our Values
Highest performance with highest ethics
Responsible – Committed to ethical and responsible actions Comprometida
Excellent – Achieving high performance and excellent results
Innovative – Being innovative to create sustainable value
Corporate Vision
A world of proven talent, delivering breakthrough innovations, giving our customers a unique
competitive edge, enabling societies to master their most vital challenges and creating sustainable
value.
Mission
Through our global network of innovation and strong local presence, we are pooling and developing
our knowledge and competencies within a high performance organization, aiming to create
outstanding value for our clients, employees, shareholders and society.

5. Types Of Competencies
Type Description
Generic Which are considered essential for all staff, regardless of
their function or level
Specific Required to do particular job or task
Threshold/performance Required to do the job which do not differentiate
between high and low performers
Performance will differentiate between high and low
performers
Differentiating competencies Behavioral characteristics that high performers display
Managerial competencies Considered essential for staff with managerial
responsibility in any service or program area , including
directors and senior posts
Technical competencies Which are considered essential to perform any job in
the organization within a defined technical or functional
area of work
Behavioral competencies Considered essential for all

6. Steps in competency mapping
• Step 1: Identify departments for competency profiling
• Step 2: Identifying hierarchy within the organization and selection of levels
• Step 3: Obtain the job descriptions
• Step 4: Preparation of semi structured interview
• Step 5: Recording of interview details
• Step 6: Preparation of a list of Skills
• Step 7: Indicate proficiency levels
• Step 8: Validate identified competencies and proficiency levels with immediate superiors
and other heads of the concerned department
• Step 9: Preparation of competency dictionary
• Step 10: Mapping of competencies

7. Process of Competency Mapping
• The broad processes that are followed in an organization while undertaking the process of
competency mapping are detailed below:
• First stage of mapping requires understanding the vision and mission of the organization.
• Second stage requires understanding from the superior performers the behavioral as well as the
functional aspects required to perform job effectively.
• Tool for the first and second stage: BEI/ Structured Interview
• Third stage involves thorough study of the BEI Reports/ Structured Interview Reports
a) Identification of the competency based on competency frame work
b) Measurement of competency
c) Required levels of competency for each job family
d) Development of dictionary which involves detail description of the competency based
on the indicators. Care should be taken that the indicators should be measurable and gives
objective judgment.

8. Fourth Stage requires preparation for assessment.
a) Methods of assessment can be either through assessment centers or
360 Degree Feedback
b) If assessment center is the choice for assessment then tools has to be
ready beforehand
i. Tools should objectively measure the entire competency required.
ii. Determine the type of the tools for measuring competency
iii. Prepare the schedule for assessment
iv. Training to the assessor should indicate their thorough
understanding of the
competencies and the tools and also as to how the behavior has to
be documented.
Fifth Stage involves conducting assessment centre. Usually it is a two day
program which would involve giving a brief feedback to the participant about the
competencies that has been assessed and where they stand to.
Sixth stage involves detailed report of the competencies assessed and also the
development plan for the developmental areas

9. Data Collection tools
 Behavioral Events Interview
Expert Panels
 Surveys
Expert Systems
 Job Analysis
 Role Analysis
 Direct Observation

12. Category Description
Category Developer Brand builder
Planner/Implementer Focus on excellence in goals(availability)
Makes change happen
Makes Commercial Decision Strategic perspective
Market aware
IT systems facility
Leverages/Relationship Capable networker
Customer wiring(insight)
Adds value to Customer Business Consultative problem solver,
Strategy aligner,
Helps customers to sell
Sales Force Competencies
Cont.…..

13. Maximizes Mutual profit Financial process manager,
Skilled investor
Consise,Inspiring Communicator Communicate clear vision ,
use systems to support argument
Flexible sales person Persuasive selling skills , win-win negotiator
Committed to continuous learning Priorities needed,
Personal development plan
Leader
Guardian of the culture Leads by example,
Brand builder
Trust/integrity
Committed team builder

14. Communicate Act & Lead
Character Descriptor
Share the vision Aligns team structure, team visioning
Concise inspiring communicator Effective use of systems, concise presenter
Sales planner vision into action, team objective setting
KRA focus
Organizer Selector/retainer
Territory organizer
Flexible sales person Win-win negotiation
Performance manager Understands performance drivers
promotes self-management
Committed people developer Priorities learning, creative coach
Development planner
Motivational leader Assesses motivation, demonstrates things
Team builder Promotes team responsibility,
meeting facilitator, innovation manager
Guardian of the culture Brand builder , trust/ integrity

15. DIMENSION OF COMPETENCY LEVELS
Column1 BASIC COMPETENT ADVANCED EXPERT
Share the vision
Concise inspiring communicator
Sales planner
Organizer
Flexible sales person
Performance manager committed people developer
Motivational leader
Team builder
Guardian of the culture
1=expert , vital
2=proficient , very
important
3= Developing ,
important
Assessment of Sales Manager Role

16. Competency mapping required for a research & Development staff
Column1 Column2 Column3 Column4 Column5
Basic Competent Advanced Expert
Business awareness
Business skills
technical skills
customer orientation 1 - Highly satisfied
organizing skills 2 - satisfied
cross functional perspective 3- moderately
planning skills 4- highly dissatisfied
execution skills 5-dissatisfied
analytical skills
Decision making
Delegation
Leadership
Developing and supporting subordinates for effectiveness
communication
team working & Interpersonal effectiveness
influencing ability
Achievement orientation
Networking ability
creative thinking
strategic thinking
tolerance to non conformities

17. Dimension Technical Managerial
Sales manager Guardian of culture
Share the vision
Performance developer
Product knowledge
Sales planner
motivational leader
team builder
Inspiring communicator
Research &
Development staff
Execution skills
Analytical skills
Decision making
Creative thinking
Business awareness
Networking ability
Organizing skills
Planning skills
Leadership
Team working
Communication
Influencing ability