This document summarizes information on competency-based occupational analysis conducted by the HR Manager system. It discusses how the system identifies critical tasks and competencies for occupations using a literature review and surveys. Tasks are linked to competencies to define jobs based on measurable patterns of skills rather than predefined tasks. The system provides databases of occupational information to support various HR functions like selection, training, and performance appraisal. It has conducted analyses for managerial, clerical, professional, IT, trades, science and engineering, and law enforcement occupations.
Why is Competency mapping a buzzword in today's corporate sector?How to develop competency mapping and why is it needed?What is the mixed model approach...Just learn all in a quick view of this presentation
competency mapping is one of the least discussed topic of human resources even though it has its own importance and value in each sector. so here I discussed what exactly competency mapping is and few other aspects of it.
Why is Competency mapping a buzzword in today's corporate sector?How to develop competency mapping and why is it needed?What is the mixed model approach...Just learn all in a quick view of this presentation
competency mapping is one of the least discussed topic of human resources even though it has its own importance and value in each sector. so here I discussed what exactly competency mapping is and few other aspects of it.
With recent changes in business environment it is important to understand the right matching of jobs,required skills and industry.Please help with feedback and anything which is missing.So that the content can be updated in the form which can help everyone.
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.
With recent changes in business environment it is important to understand the right matching of jobs,required skills and industry.Please help with feedback and anything which is missing.So that the content can be updated in the form which can help everyone.
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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1. HR MANAGER: Competency-Based
Occupational Information
Division of Human Resources Products and Services
Center for Talent Services
Assessment & Training Assistance Services Group
2. HR Manager: Competency-Based Occupational Information
Building High-Performance Organizations
Leading Change Momentum
Leading Change Momentum
PEOPLE ORGANIZATION
ORGANIZATION OUTCOMES
• Competencies
• High- • Accountability
• Professional Performance
Development Dimensions • Performance
Plans
• Needs • Customer
• Leadership Assessment Service
Development Improvement
Evaluating Improvement
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Evaluating Improvement
3. HR Manager: Competency-Based Occupational Information
Multipurpose Occupational Systems
Analysis Inventory -- Closed-Ended
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4. HR Manager: Competency-Based Occupational Information
MOSAIC Approach
Literature Task - Competency
Review Linkage
HR Manager
Survey Benchmark
Development
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5. HR Manager: Competency-Based Occupational Information
Federal Literature State
Review
Local 5 Private Sector
Journals
6. HR Manager: Competency-Based Occupational Information
Example Databases & Surveys
Database
Clerical/Technical Study: Compiled over 10,000 tasks and
500 competencies and knowledges, skills and abilities (KSA’s)
Professional/Administrative Study: Compiled over 35,000
tasks and 10,000 competencies and KSA’s
Survey
Clerical/Technical Study: Final survey contained 170 tasks
and 31 general competencies
Professional/Administrative Study: Final survey contained
317 tasks, 44 general competencies and 35 technical
competencies
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7. HR Manager: Competency-Based Occupational Information
Task to Competency Linkage
Example of Tasks Linked to the Competency of Writing
Competency: Writing
Develops surveys
Records information
Writes or edits scripts
Explains non-technical information in writing
Contacts others in writing to obtain information
Writes news articles, speeches, or press releases
Explains technical or other complex information in writing
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8. HR Manager: Competency-Based Occupational Information
Benchmarks
Writing: Levels 1-5 Writing: Examples
Independently develops lengthy and complete 5 Writes office manuals; contributes to technical reports;
documents covering complex or technical writes sections of policy instructions; writes training
information; drafts correspondence for high-level manuals for new employees
officials or management
4
Composes documents or correspondence of Writes memos and other correspondence to explain
moderate length covering detailed information; operating procedures; writes computer operations
extracts sections from available source materials procedures and memos requesting change in procedures
and organizes them into a summary document
3
Develops short documents to summarize non- Prepares meeting notes or minutes; drafts responses to
technical information; prepares correspondence in requests for information
response to inquiries for information
2
Writes short documents or routine correspondence Prepares routine inter-office memos, transmittal letters,
from examples of similar documents and form letters
Completes standard forms without assistance from 1 Completes standard forms such as training forms and
co-workers or supervisor; copies information from 1 travel orders; prepares file and specimen labels
one source to another
9. HR Manager: Competency-Based Occupational Information
Defining Today’s Jobs
Old Method New Method
• Knowledge, skills, abilities • Competencies
• Jobs are defined as bundles • Jobs are defined
of tasks by competencies
• Employees perform strictly • Jobs are flexible
definable tasks
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10. HR Manager: Competency-Based Occupational Information
Competency
A measurable pattern of skills,
knowledges, abilities, behaviors and other
characteristics which an individual needs to
perform work roles or occupational functions
successfully
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11. HR Manager: Competency-Based Occupational Information
MOSAIC Studies
Managerial
Clerical & Technical
Professional & Administrative
Information Technology
Trades and Labor
Science and Engineering
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Law Enforcement
13. HR Manager: Competency-Based Occupational Information
Objectives of HR Manager
- Identifies critical tasks and competencies for
occupations
- Provides personnel specialists and line managers
with immediate access to occupational data
- Creates a common language across human
resource functions
- Provides a foundation for developing human
resource applications
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14. HR Manager: Competency-Based Occupational Information
Human Resource Management Applications
Compensation Selection
Training & Succession
Development Planning
Competencies
Organizational
Alignment
Career
Planning
Performance 14 Classification
Appraisal
15. HR Manager: Competency-Based Occupational Information
Contact Information
Brian O’Leary, Ph.D.
Assessment & Training Assistance Group
Center for Talent Services
Brian.O’Leary@opm.gov
202-606-3745
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