1. H R M
NAME:- MOMIN HUZAIMA PARVEZ.
TOPIC:- COMPETENCY MODELING AND MAPPING.
SUBJECT:- TRAINING AND DEVELOPMENT.
SUBJECT INCHARGE:- PROF. SHARIQUE MOMIN.
SWAYAM SIDDHI COLLEGE OF MANAGEMENT
A competency is generally defined as a combination of skills, knowledge,
attributes and behaviours that enables an individual to perform a task or an
activity successfully within a given job.
4. 7 CORE COMPETENCIES:-
4. INFORMATION TECHNOLOGY
1. CRITICAL THINKING/
2. ORAL/ WRITTEN
5. ADD YOUR TITLE HERE
"A competency model (or competency
framework) is a set of competencies – a blue
print for success."
COMPETENCY MODELS ARE USED ACROSS ALL PEOPLE
MANAGEMENT PRACTICES INCLUDING:-
1. RECRUITMENT AND
2. ON BOARDING
3. TALENT POOL MANAGEMENT
5 . WORKFORCE
8. The purpose of a Competency Model is two fold:-
1. On the one hand it communicates what is expected of staff, how they should
do their job.
2. On the other it is used as a benchmark to ensure people have the skills they
need for success.
Competency maps are often referred to as "competency
profiles or skills profiles".
"Competency mapping" is simply a process of "matching your
competence" with the "job role and/or organization".
10. METHODS OF COMPETENCY MODELING AND MAPPING
3. ASSESSMENT AND DEVELOPMENT
4. CRITICAL INCIDENTS
5. PSYCHOMETRIC TESTS
11. 1. COMPETENCY BASED INTERVIEW:-
Face-to-face interview is the most convenient tool to collect large
amount of information. These competency-based interviews may be of
various types such as structured, semi-structured or unstructured
depending on the person conducting the interview.
2. COMPETENCY BASED QUESTIONNAIRES:-
consist of a list of
developed solely for
the purpose of
13. 3. Assessment
Unlike what the name suggests, assessment centres are not a location or a
place but a process that helps to determine the degree of “fit” or suitability
of employees to a specific type of employment or job role.
15. These are standardized and scientific tools used to
assess the mental capacities and behavioral styles of
employees in an organization. In case of Competency
Mapping, the most commonly used psychometric
assessments are aptitude, reasoning, achievement,
and personality testing.
5. Psychometric Assessment:
16. 75% 60% 90%
Competency mapping help in the Appraisal process, but as
mentioned above, it helps in hiring the right talent through
better filtering of the core competencies required for the job
and eliminating the unqualified candidates.