This document discusses competency mapping and defines competencies. It notes that competencies are the characteristics of effective managers and performance in a job or organization. There are different types of competencies including threshold, managerial, functional, intellectual, social, and emotional competencies. The process of competency mapping involves identifying key competencies, generating competency models, and validating and implementing the models. Data is gathered through behavior events, interviews, and benchmark studies to identify competencies. Various assessment methods are used to evaluate competencies including self-assessments, psychometric tests, and case studies. An effective competency map ensures strategy alignment, unique roles, value-added tasks, and core competencies for competitive advantage.

2.  “Competencies are the characteristics of a
manager that lead to the demonstration of skills
and abilities, which result in effective performance
witihin an occupational area” - Hogg
 “Competency is an underlying characteristic of a
person which results in effective and superior
performance on the job” – Klemp
 A competency is defined as a behavior or set of
behaviors that describes excellent performance in
a particular work context
 Competency Mapping is a process of identify key
competencies for an organization and/or a job
and incorporating those competencies throughout
the various processes (i.e. job evaluation, training,
recruitment) of the organization

4. Threshold Competency
Managerial Competency
Functional/Technical Competency
Generic Competency
Intellectual Competency
Social Competency
Emotional Competency
Differentiating Competency

5. Clarify
Organizational
strategy and
context
Competency
Identification
Generate
Competency
Models
Validate, Refine
and Implement
•Analyze work role
and process
•Gather data
through behavior
event and Interview
•Conduct
Benchmark Study

7. Self and superior assessment
360 degree feedback
Assessment centers
Psychometric tests
Interviews
In- basket exercise
Management games
Role play
Case study
Scenario discussion

9.  Strategy structure congruence
 Structure role congruence
• Each role to be unique
• Non-Repetitive
• Value Adding
 Ensure core competencies for each task
 Link all the above and position to bring in
competitive advantage