A classroom designed presentation on competency mapping

1. Arjun Govind

2. The Iceberg
Titanic Observable
Attitude
Skills
Knowledge
Behaviour

3. What is competency?
 According to Richard Boyatzis (1982): Competency is
‘Capacity that exists in a person that leads to behaviour
that meets the job demands within the parameters of
the organization environment and that in turn brings
the desired results’
 Competency: A person related concept
 Competence: A work related concept
 Competencies: A combination of both

4. Competency Mapping
 Competency mapping is a process of identifying
key competencies for a particular position in an
organization, and then using it for job-evaluation,
recruitment, training and development, performance
management, succession planning, etc.
 It’s all about the “right People” at the “right time” at
the “right place”

5. Evolution
 Chanakya’s Arthashastra- Quotes about competency.
(250BC)
 Colonel John C Flanagan- developed Critical Incident
Technique for assessment of Pilots for combats. (1954)
 Mc Clelland (Person who proposed Need theory-
Achievement, Affiliation and Power) introduced BEI
 Mc Clelland founded a consultacy named McBER and
proposed BEI in 1973
 TV Rao: The father of Indian HRD- Assessment
Centers

6. Need/Benefits of Competency Mapping
 Job Evaluation
 Recruitment and Selection
 Training and Development
 Performance Appraisal
 Compensation
 Career planning
 Succession Planning

7. Some facts about Competency
Mapping
 “One coat fits all” not applicable.
 Requires a framework and competency dictionary.
 Multiple assessment techniques and tools are used.

8. Competency Framework
Vision & Mission
Core capabilities
Stakeholder requirements
Market realities
Business Strategy
Competency Requirements
A S K
Competency Model

9. Competency Model vs Job Description
 CM- How (Competencies)
 JD- What (Roles and responsibilities)
 Competency Model: A competency model is a
collection of competencies that together define
successful performance in a particular work setting.

10. Research/Study on Competency
Mapping- Scope
 Industry: Manufacturing
 Product: Tyre
 Sample size: 45
 Sampling technique: Cluster sampling
 Competency to be mapped: Attitude, Knowledge and Skills.
 Assessment techniques adopted:
1. Attitude Rating- Absenteeism, Suggestions and QC participation,
2. Accident /Incident rating,
3. Supervisor rating,
4. Unified Bias Tyre rating,
5. Interview schedule

11. Skill Gap assessment
 Expectation of Maximum competency:
 Varies from Industry to Industry.
 Based on the expectation of HR specialists or the
organization’s management.
 The maximum rating can go up to 100% depending on
its practicality.
 Gap= Expected competency% - Observed competency%
 Inverse proportionality: The maximum the gap,
minimum the competency.

12. Recommended Books
Must go through:
 “The Handbook of Competency Mapping”
by Seema Sanghi
 “Hurconomics” by Dr. TV Rao

13. Questions