Competency Mapping Basics

1. Competency Approach to Human Resource Management Vinay Ravindran

2. What do we mean when we say “COMPETENCY” ? Vinay Ravindran

9. Set of SKILLS Relates to the ability to do, Physical domain Attribute Relates to qualitative aspects personal Characteristics or traits KNOWLEDGE Relates to information Cognitive Domain COMPETENCY Outstanding Performance of tasks or activities Vinay Ravindran

11. Example of a Competency Vinay Ravindran

14. What is a Competency Model? Vinay Ravindran

18. Vinay Ravindran Competency modeling begins the process of building tools to link employee performance to the mission and goals of the organisation .

19. Vinay Ravindran Why Competencies ?

25. Alignment of HR systems Competency Model Recruitment and selection Performance Management Training & Development Compensation Vinay Ravindran

31. Methodology? Vinay Ravindran

35. Competency model building A detailed approach Vinay Ravindran

40. COMPETENCY MAPPING PROCESS 1.0 DESIGNING THE QUESTIONNAIRE While designing the questionnaire following factors are to be taken into consideration: 1.1 Part - I 1.1.1 Purpose of the job. 1.1.2 Critical Success Factors 1.1.3 Key Result Areas 1.1.4 Key Activities Vinay Ravindran

41. Each Critical Success Factor (CSF) is the end result of multiple Key Result Areas. Each Key Result Area (KRA) is the end result of multiple Key Activities. Vinay Ravindran CSF - 1 CSF - 2 CSF - 3 CSF - 4 CSF - 5 KEY RESULT AREAS KRA- 1 KRA - 2 KRA - 3 KRA - 4 KRA - 5 KEY ACTIVITIES KA - 1 KA - 2 KA - 3 JOB CRITICAL SUCCESS FACTORS

42. 1.1.5 Relationship. 1.1.6 Organization Structure. 1.1.7 Empowerment of the position. 1.1.8 Challenges in the job. 1.1.9 Changes expected in the technology, product, process etc in the next 2-3 years. 1.1.10 Budget and Controls. 1.1.11 Investment Plan. DESIGNING THE QUESTIONNAIRE CONTINUED Vinay Ravindran

43. DESIGNING THE QUESTIONNAIRE 1.2 PART - II 1.2.1 Academics, Knowledge Skills Sets Experience 1.2.2 Competencies Vinay Ravindran

44. 2.0 DATA COLLECTION 2.1 Clarity of Organisation Direction 2.2 Clarity of Organisation Structure. 2.3 Interview Job Holder. 2.4 Interview Job Holder's Reporting Officer. 2.5 Discuss with the Focus Group if the job are of the same family. Vinay Ravindran

45. 3.0 C0MPETENCY DRAFTING 3.1 Rank Order of the list of competencies . - Guided / Unguided. 3.2 Comparing good performer and average performer with select list of competencies. 3.3 Use research data and assign competencies to positions. Vinay Ravindran

46. 4.0 FINALISE ROLE DESCRIPTION AND COMPETENCIES - JOB WISE Vinay Ravindran

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