The document discusses competency mapping as a crucial process for HRM, detailing the necessary skills, knowledge, and behaviors for specific job positions. It outlines key steps involved in competency mapping, such as defining objectives, creating action plans, and using various data collection and analysis tools. Additionally, the document emphasizes the role of competency mapping in recruitment, training, performance evaluation, and achieving clarity in employee roles through the use of key result areas (KRAs) and key performance indicators (KPIs).

1. Subject Code: 205
Subject Name: CBHRM
Semester: II
Chapter No: IV
Title: Competency Mapping:
Specialization: HRM
Course : MBA
As per Savitribai Phule Pune University Revised Syllabus (2019)
FACULTY -DR. PRACHI AJIT
PHD, MMS, PGDBM, B.COM

2. Competency Mapping: Contents
• Procedures/Steps-Determining objectives and Scope,
• Clarifying implementation goals and standards,
• Create an action plan,
• define competency based performance effectiveness (Key Result Area
(KRA) & Key Performance Indicators(KPI)),
• Tools for data collection, data analysis, validating competency model,
mapping future jobs and single incumbent jobs, using competency
profile in HR decisions,
• Mapping Competency for Recruitment and Selection, Training and
Development, Performance and Compensation.
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3. Competency Mapping:
• Competency mapping is the process of identifying the specific skills,
knowledge, abilities, and behaviours required to operate effectively in a
specific trade, profession, or job position.
• Competency maps are often referred to as competency profiles or skills
profiles.
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4. https://proconnect.co.in/importance-of-
competency-mapping/
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5. Procedures/Steps-Determining objectives and
Scope of Competency Mapping
• There are 5 key steps in
any competency mapping
process. These are not
simply the steps but also
the construct of the
competency map. Each
one of the step also from
the elements in the
competency map that
you develop into a
framework.
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https://theintactone.com/2018/12/02/td-u2-topic-3-competency-mapping-
analysis/

6. Create an action plan for competency
mapping
• Classification of Competencies. Generally, the competencies are
classified into two categories. ...
• Definition of Competencies. ...
• Identifying Behavioral Indicators (BI) ...
• Identifying Proficiency Levels (PL) ...
• Definition of Proficiency Levels.
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7. KEY RESULT AREA
and
KEY PERFORMANCE INDICATORS
• Key result areas (KRAs) broadly define the job profile for the employee
and enable them to have better clarity of their role. KRAs should be
well-defined, quantifiable, and easy to measure. It also helps employees
to align their role with that of the organisation.
• KPI stands for key performance indicator, a quantifiable measure of
performance over time for a specific objective. KPIs provide targets for
teams to shoot for, milestones to gauge progress, and insights that help
people across the organization make better decisions.
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8. Data Collection tools for competency
mapping
• Interview Questionnaire.
• Task forces.
• Group Work.
• Repertory Grid.
• Personal Competency Inventories.
• Learning resources.
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9. Data analysis for Competency Mapping
• Article Review
• https://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.735.532
&rep=rep1&type=pdf
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10. Mapping Competency for Recruitment and
Selection
• - Competency-based recruitment leads to a standardized or structured
selection process since the same metrics are used to assess all applicants
to the same position. Competency-based recruitment provides clarity
for the recruiters and candidates as well about the requirements for the
vacant position to be filled.
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11. Mapping Competency for T and D
• Competency mapping is the process of identifying the specific skills,
knowledge, abilities, and behaviors required to operate effectively in a
specific job or organization. Competency maps are often also referred
to as competency profiles or skills profiles.
• These competencies include integrity and honesty, project
management, customer service, driving results, organizational
awareness, driving performance through others, presentation skills,
change management, planning and attention to detail, and business
acumen.
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12. Mapping Competency for Performance and
Compensation.
• Competency mapping establishes a level of objectivity that encourages
open communication between management and employees.
• Managers are able to more objectively appraise performance and be more
specific in communicating to employees what is necessary for success.
• Human Resource Management course that has been developed to choose
the right candidate for a particular job and also to see that the candidate
performs well in his assigned job role.
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13. Discussion …………………
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