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Competency mapping


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Competency Mapping

Published in: Business, Technology

Competency mapping

  1. 1. Competency Mapping by Jegan Sekar
  2. 2. Agenda <ul><li>What is Competency? </li></ul><ul><li>What is Competency Mapping? </li></ul><ul><li>Why? - Micro picture </li></ul><ul><li>Why? - Macro picture </li></ul><ul><li>Who does? </li></ul><ul><li>Methods </li></ul><ul><li>Steps </li></ul><ul><li>Application </li></ul><ul><li>Questions </li></ul>
  3. 3. What is Competency? <ul><li>Any underlying characteristic required for performing a given task, activity, or role successfully can be considered as competency </li></ul><ul><li>Competency may take the following forms: knowledge, attitude, skill, other characteristics of an individual including: motives, values, etc. </li></ul>
  4. 4. What is Competency Mapping? <ul><li>Competency mapping is the process of identification of the competencies required to perform successfully a given job or role or a set of tasks at a given point of time </li></ul><ul><li>It consists of breaking a given role or job into its constituent tasks or activities and identifying the competencies (technical, managerial, behavioral, conceptual knowledge, attitudes, skills, etc.) needed to perform the same successfully </li></ul>
  5. 5. Why? - Micro View (1) <ul><li>When the competency required is mapped, an accurate job profile is created </li></ul><ul><li>With an accurate profile the entire recruitment process becomes easier and effective </li></ul><ul><li>The candidates who applies is well aware of what the position demands </li></ul><ul><li>The interviewer know exactly what to look for in the candidate </li></ul><ul><li>Once recruited, employee perform well as they know what is exactly required from them </li></ul>
  6. 6. Why? - Micro View (2) <ul><li>Employee understands the growth within the company as the hierarchy and requirement is clearly defined for all the positions </li></ul><ul><li>Helps employee to align his efforts in the direction of the company's requirement. </li></ul><ul><li>Overall, it brings a degree of transparency and motivates the employee </li></ul>
  7. 7. Why? - Macro level Organizational Strategy Vision, Mission, Values, Strategic, Intent, Corporate Governance, Corporate Social Responsibility & Ethics Business Strategy Business Plan & Goals, Culture People, Technology Teamwork Strategy Leadership, Communication Conflict Management, Interpersonal Skills, Project Orientation, Self Managed Teams (SMT) Role Strategy Ability, Autonomy, Multiskilling, Task identity, Performance Evaluation & rewards and performance development Core Competencies (Organizational wide) Business Competencies Team Competencies (Project driven) Role Competencies (Role wise) Achieving Business Targets Employee Satisfaction Profit Center Orientations Team Development & Synergy Performance Accomplishment Individual Development STRATEGIC FRAMEWORK COMPETENCY FRAMEWORK COMPETENCY MODELING FRAMEWORK Stakeholder Interest Market Positioning
  8. 8. Who does? <ul><li>Competencies can be identified by one of more of the following category of people: Experts, HR Specialists, Job analysts, Psychologists, Industrial Engineers etc. in consultation with: Line Managers, Current & Past Role holders, Supervising Seniors, Reporting and Reviewing Officers, Internal Customers, Subordinates of the role holders and Other role set members of the role (those who have expectations from the role holder and who interact with him/her) </li></ul>
  9. 9. Methods used for Competency Mapping <ul><li>The various methods used in combination for competency mapping </li></ul><ul><ul><li>Interviews </li></ul></ul><ul><ul><li>Group work </li></ul></ul><ul><ul><li>Task Forces </li></ul></ul><ul><ul><li>Task Analysis workshops </li></ul></ul><ul><ul><li>Questionnaire </li></ul></ul><ul><ul><li>Use of Job descriptions </li></ul></ul><ul><ul><li>Performance Appraisal Formats etc. </li></ul></ul>
  10. 10. Steps <ul><li>First: A job analysis is carried out by asking employees to fill in a questionnaire that asks them to describe what they are doing, and what skills, attitudes and abilities they need to have to perform it well </li></ul><ul><li>Second: Having discovered the similarities in the questionnaires, a competency-based job description </li></ul><ul><li>Third: Having agreed on the job requirements, one starts mapping the capability of the employees to the benchmarks </li></ul>
  11. 11. Application
  12. 12. Questions?
  13. 13. Thank You!