The document discusses competency mapping and its importance in human resource management. It defines competencies as the capabilities and behaviors that provide a competitive advantage to an organization. There are different types of competencies including knowledge, skills, attitudes, and aptitudes. Common competency clusters include business knowledge, communication, collaboration, customer focus, and leadership. Competency mapping involves identifying the competencies required for a job and assessing if a job holder meets those requirements. It benefits organizations by helping with career pathing, assessment, recruitment, succession planning, and performance management.

1. Competency Mapping The Changing Face of Human Resources Management “ From IR to HR to HRD”

3. The Behavioral Iceberg Knowledge Observable Behavior Competencies Attitudes / Traits Aptitudes Skills

4. Types of Competencies Information and understanding needed to fulfill the responsibilities Acquired ability or experience needed to fulfill the responsibilities Way of thinking or behaving needed to fulfill the responsibilities Natural ability that prepares the person to fulfill the responsibilities Aptitudes Attitudes Skills Knowledge

5. Competency Clusters Business Knowledge Communication Proactivity Collaboration Result Focus Customer Focus Leadership Innovation Conceptual Thinking Stamina & Adaptability

6. Benefits of Competency Framework Career Pathing Potential Assessment Reward Management Recruitment & Selection Succession Planning Training & Development Job Design & Grading Performance Management

7. Competency Mapping : Flow Chart Job Description Role Clarification Competencies reqd. for the Job Competencies a Job Holder has Competency Mapping Bridging the Competency Gap

9. The Five-level Scale WRITTEN COMMUNICATION Write and transmit information Write standard documents Write structured and developed notes and documents Write in a simplified manner complex messages in order to sustain the choices of the reader Write in a simplified manner complex messages in order to influence the reader 1 2 3 4 5

12. Business Knowledge Understands the Industry Financial acumen Knowledge of company products Overview of business

13. Leadership Sets out clear standards and goals Motivates others to achieve and maintain high standards Works to reach consensus and agreement wherever possible Welcomes constructive criticism Identifies and shares success stories

14. Result Focus Takes on challenging but achievable goals Identifies gaps and seeks to overcome them Sets targets, monitors efficiency and effectiveness Decides on optimum work approach Maximises use of available technology

15. Customer Focus Anticipates and forecasts customer requirements Defines quality standards for customer service Develops partnership with the customer Enhances long term relationship with customer Creates new solutions to meet customer needs

16. Collaboration Builds effectively team within a function/ country Encourages and supports colleagues to achieve goals Develops information-sharing networks Creates team effectiveness using people skills

17. Seizing opportunities as they arise Handling crises swiftly and effectively Exceeding the bounds of one’s formal authority Proactivity

18. Conceptual Thinking Develops concepts/ patterns perceived in a set of facts Rapidly identifies key issues/ actions in a complex situation Seeing connections or patterns Using vigorous, original analogies or metaphors

19. Innovation Adapts and applies different new approaches to situations Modifies standard approaches for more effective outcomes Develops original approaches to non-routine situations Encourages innovation and creativity in others , supports new ideas

20. Communication Listens carefully to others, tries to help people with problem Adapts language and style to meet the needs of the audience Structures information in a way that addresses others’ issues Encourages open discussions through questioning

21. Stamina & Adaptability Sustain and work long hours Flexible and adapts to change Maintain high performance under stress

22. Competency Matrix Search for alternative position Pay below Reference Salary Consider for transfer or promotion Pay at Reference Salary Train for current position Pay below Reference Salary High flyer - Develop Career Plan Pay at Ref. Salary - Consider market premium L L H H COMPETENCY YEARS IN POSITION

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