This power point presentation is about Competency Mapping as a crucial part of human resource. There are five steps involved in this process which are discussed separately in the presentation. This presentation focuses on the human resource topics.

1. C O M P E T E N C Y
M A P P I N G
W W W . T A S O L U T I O N S . I N / H R
A Presentation

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C O M P E T E N C Y
A competency is defined as a behavior (i.e.
communication, leadership) rather than a skill
or ability

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CO M P E TE N CY
M A P P I NG
Competency Mapping is a process of identifying 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. A competency is defined
as a behavior (i.e. communication, leadership) rather than a skill or
ability.

4. M E T H O D S
I N V O L V E D
The methods involved in Competency
Mapping are discussed in the following
slides:
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5. M E T H O D S O F
C O M P E T E N C Y
M A P P I N G
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1. ASSESSMENT CENTRE
Assessment Centre is a
mechanism to identify the
potential for growth. It is a
procedure that uses a variety of
techniques to evaluate
employees for manpower
purpose and decisions. It
includes-
*Group Discussion
*Interview Simulation
*Case Study

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2. CRITICAL INCIDENTS TECHNIQUE
a set of procedures for
systematically identifying
behaviours that contribute to
success or failure of individuals or
organisations in specific situations.
The objective of immediately recording the critical
incidents is to improve the supervisor’s ability as an
observer and also to reduce the common tendency to rely
on recall and hence attendant distortions in the incidents.

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3. INTERVIEW
TECHNIQUES
COMPETENCY MAPPING
Almost every organisation
uses an interview in some
shape or form, as part of
competency mapping.
The interview consists of interaction between interviewer and
applicant. If handled properly, it can be a powerful technique
in achieving accurate information and getting access to
material otherwise unavailable. If the interview is not handled
carefully, it can be a source of bias, restricting or distorting
the flow of communication.

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4. QUESTIONNAIRE
Questionnaires are written lists of questions that
users fill out questionnaire and return. You
begin by formulating questions about your
product based on the type of information you
want to know. The questionnaire sources
below provide more information on designing
effective questions.
This technique can be used at any stage of
development, depending on the questions that are
asked in the questionnaire. Often, questionnaires are
used after products are shipped to assess customer
satisfaction with the product. Such questionnaires
often identify usability issues that should have been
caught in-house before the product was released to
the market.

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5. PSYCHOMETRIC TESTS
Many organizations use some form
of psychometric assessment as a
part of their selection process. For
some people this is a prospect about
which there is a natural and
understandable wariness of the
unknown. A psychometric test is a standardised objective
measure of a sample of behaviour. It is
standardised because the procedure of
administering the test, the environment in
which the test is taken, and the method of
calculating individual scores are uniformly
applied. Most of these tests are time bound
and have a correct answer. A person’s score is
calculated on the basis of correct
answers.

10. T H A N K
Y O U !
W W W . T A S O L U T I O N S . I N / H R
T & A Solutions
Your recruitment specialist