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Competency Mapping<br />
TRANSLATING THEM INTO ACTIONS FOR ACTUALISATION<br />CORE COMPETENCY OF THE ORGANISATION<br />ROLE COMPETENCY<br />COMPETE...
 MISSION
 SHORT TERM & LONG TERM GOAL
 STRATEGIES
 VALUES</li></ul>THROUGH<br /><ul><li> ORGANISATION  STRUCTURE
 ROLES, POSITIONS, JOBS</li></li></ul><li>COMPETENCY MAPPING PROCESS<br />1.0  DESIGNING THE QUESTIONNAIRE<br />While desi...
JOB<br />CRITICAL SUCCESS FACTORS<br />CSF - 1<br />CSF - 2<br />CSF - 3<br />CSF - 4<br />CSF - 5<br />KEY RESULT AREAS<b...
Designing the Questionnaire<br />1.1.5	 Relationship.<br />1.1.6	 Organization Structure.<br />1.1.7	 Empowerment of the p...
Designing the Questionnaire<br />          DESIGNING THE QUESTIONNAIRE<br />1.2  PART - II<br />1.2.1	Academics, Knowledge...
Data Collection<br />2.0  DATA COLLECTION<br />2.1Clarity of Organization Direction<br />2.2	Clarity of Organization Struc...
Designing the Questionnaire<br />3.0  C0MPETENCY DRAFTING<br />3.1	Rank Order of the list of competencies .<br />	- Guided...
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Competency Mapping

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Transcript of "Competency Mapping"

  1. 1. Competency Mapping<br />
  2. 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. 3. MISSION
  4. 4. SHORT TERM & LONG TERM GOAL
  5. 5. STRATEGIES
  6. 6. VALUES</li></ul>THROUGH<br /><ul><li> ORGANISATION STRUCTURE
  7. 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. 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. 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. 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. 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. 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. 13. Designing the Questionnaire<br />4.0 FINALISE ROLE DESCRIPTION <br />AND COMPETENCIES - JOB WISE<br />
  14. 14. Designing the Questionnaire<br />5.0 FINALISING CORE COMPETENCIES FOR:<br /><ul><li>Front Line Management
  15. 15. Middle Management
  16. 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. 17. Role Clarity
  18. 18. Selection, Potential Identification, Growth Plans.
  19. 19. Succession Planning
  20. 20. Strengthen the Bench
  21. 21. Restructuring
  22. 22. Inventory of competencies for future planning.</li></li></ul><li>Questions?<br />
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