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
AND RESEARCH

2. COMPETENCY
COMPETENCY MODEL
Learning Outcome Behind Presenting on
"Competency Modeling and Mapping":-
COMPETENCY MAPPING
METHOD OF COMPETENCY
MODELING AND MAPPING.

3. COMPETENCY
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
APPLICATION.
1. CRITICAL THINKING/
PROBLEM SOLVING.
2. ORAL/ WRITTEN
COMMUNICATION.
3. TEAMWORK/
COLLABORATION.
6. LEADERSHIP.
7.
PROFESSIONALISM/WOR
K ETHICS.
5. CAREER
MANAGEMENT.

5. ADD YOUR TITLE HERE
COMPETENCY MODEL
"A competency model (or competency
framework) is a set of competencies – a blue
print for success."

6. KEYS
KEYS
KEYS

7. 2
1
4
3
5
KEYS
COMPETENCY MODELS ARE USED ACROSS ALL PEOPLE
MANAGEMENT PRACTICES INCLUDING:-
1. RECRUITMENT AND
SELECTION.
2. ON BOARDING
3. TALENT POOL MANAGEMENT
4. SUCCESSION
PLANNING.
5 . WORKFORCE
PLANNING.

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.

9. COMPETENCY
MAPPING
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
1. INTERVIEWS
2. COMPETENCY-BASED
QUESTIONNAIRES
3. ASSESSMENT AND DEVELOPMENT
CENTERS
4. CRITICAL INCIDENTS
TECHNIQUE
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.

12. 85%
63%
78%
55%
2. COMPETENCY BASED QUESTIONNAIRES:-
Competency-based
questionnaires
consist of a list of
questions either
standardized or
developed solely for
the purpose of
competency
mapping.

13. 3. Assessment
Centres
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.

14. Determine
Outcomes
CIT
Review
Incidents
Collect
Facts
Analyse
Data
Evaluate Solutions
4. Critical Incidents Technique:-
Developed by Flanagan (1954),
this technique involves direct
observation of the employee in
specific on-the-job situations. As
a prior step, a list of good and
bad on the job behavior is
prepared.

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%
Conclusion:-
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.

17. THANK YOU