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Competency Mapping
Competency Mapping
Competency Mapping
Competency Mapping
Competency Mapping
Competency Mapping
Competency Mapping
Competency Mapping
Competency Mapping
Competency Mapping
Competency Mapping
Competency Mapping
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Competency Mapping

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  • 1. Competency Mapping<br />
  • 2. TRANSLATING THEM INTO ACTIONS FOR ACTUALISATION<br />CORE COMPETENCY OF THE ORGANISATION<br />ROLE COMPETENCY<br />COMPETENCY MAPPING MODEL<br />ORGANISATION DIRECTION<br /><ul><li> VISION
  • 3. MISSION
  • 4. SHORT TERM & LONG TERM GOAL
  • 5. STRATEGIES
  • 6. VALUES</li></ul>THROUGH<br /><ul><li> ORGANISATION STRUCTURE
  • 7. ROLES, POSITIONS, JOBS</li></li></ul><li>COMPETENCY MAPPING PROCESS<br />1.0 DESIGNING THE QUESTIONNAIRE<br />While designing the questionnaire following factors are to be taken into consideration:<br />1.1 Part - I<br />1.1.1 Purpose of the job.<br />1.1.2 Critical Success Factors<br />1.1.3 Key Result Areas<br />1.1.4 Key Activities<br />
  • 8. JOB<br />CRITICAL SUCCESS FACTORS<br />CSF - 1<br />CSF - 2<br />CSF - 3<br />CSF - 4<br />CSF - 5<br />KEY RESULT AREAS<br />KRA- 1<br />KRA - 2<br />KRA - 3<br />KRA - 4<br />KRA - 5<br />KEY ACTIVITIES<br />KA - 3<br />KA - 1<br />KA - 2<br />Designing the Questionnaire<br />Each Critical Success Factor (CSF) is the end result of multiple Key Result Areas.<br />Each Key Result Area (KRA) is the end result of multiple Key Activities.<br />
  • 9. Designing the Questionnaire<br />1.1.5 Relationship.<br />1.1.6 Organization Structure.<br />1.1.7 Empowerment of the position.<br />1.1.8 Challenges in the job.<br />1.1.9 Changes expected in the technology, product,<br /> process etc. in the next 2-3 years.<br />1.1.10 Budget and Controls.<br />1.1.11 Investment Plan.<br />
  • 10. Designing the Questionnaire<br /> DESIGNING THE QUESTIONNAIRE<br />1.2 PART - II<br />1.2.1 Academics, Knowledge<br /> Skills Sets<br /> Experience<br />1.2.2 Competencies<br />
  • 11. Data Collection<br />2.0 DATA COLLECTION<br />2.1Clarity of Organization Direction<br />2.2 Clarity of Organization Structure.<br />2.3 Interview Job Holder.<br />2.4 Interview Job Holder's Reporting Officer.<br />2.5 Discuss with the Focus Group if the job are <br /> of the same family.<br />
  • 12. Designing the Questionnaire<br />3.0 C0MPETENCY DRAFTING<br />3.1 Rank Order of the list of competencies .<br /> - Guided / Unguided.<br />3.2 Comparing good performer and average performer<br /> with select list of competencies.<br />3.3 Use research data and assign competencies <br /> to positions.<br />
  • 13. Designing the Questionnaire<br />4.0 FINALISE ROLE DESCRIPTION <br />AND COMPETENCIES - JOB WISE<br />
  • 14. Designing the Questionnaire<br />5.0 FINALISING CORE COMPETENCIES FOR:<br /><ul><li>Front Line Management
  • 15. Middle Management
  • 16. Senior Management / Top Management</li></li></ul><li>Purpose of Competency Mapping<br />6.0 PURPOSE OF COMPETENCY MAPPING<br /> "Effectiveness of an organization is the summation of the<br /> required competencies in the organization".<br /><ul><li>Gap Analysis
  • 17. Role Clarity
  • 18. Selection, Potential Identification, Growth Plans.
  • 19. Succession Planning
  • 20. Strengthen the Bench
  • 21. Restructuring
  • 22. Inventory of competencies for future planning.</li></li></ul><li>Questions?<br />

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