2. Competency A Competency is an underlying characteristic of a person which enables him /her to deliver superior performance in a given job, role or a situation.
3. Uses of competency mapping Candidate appraisal for recruitment Employee potential appraisal for promotion or functional shift Employee training need identification Employee performance diagnostics Employee self development initiatives.
4. Expected outcomes Uncover the gap of required and actual competency needed for strategic goals. Right match of job and people. Improved Customer experience. Succession planning. Optimum utilization of training programs.
5. Competency mapping : “Team” Approach Model we have created this model to specify the employee behaviors, knowledge and motivations that we believe are necessary to produce critical results in official items Reconciliation team.
8. Step 2 : Competency based job description In depth interview is conducted to identified competencies required for performing job in reconciliation department. Internal/External customer interview and listing
9. Step 3 : Identifying minimum acceptable level of Competency
12. Conclusion As a conclusion we can say that ,it is through the competencies of its employees executives, managers, and individual contributors -- that an organizationexecutes its strategy and achieves results that are crucial to its success.
