Competency mapping ppt


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Competency mapping ppt

  1. 1. Competency Mapping
  2. 2. WHAT IS COMPETENCY MAPPING? Competency mapping involves the process by which we determine: The nature and scope of a specific job role, the skills required, the level of knowledge required, and the behavioral capacities required to apply those skills and knowledge in that role. Competency Mapping plays a vital role in selecting, recruiting and retaining the right people. When the competency required for a particular position is mapped, an accurate job profile is created.
  3. 3. DEFINITION Competency can be defined as the process of identifying key attributes and skills for each position and process with in the company.
  4. 4. CHARACTERISTICS OF INDIVIDUALIN COMPETENCY Motive: Underlying need or thought pattern that drives, directs and selects an individuals behavior. Eg need for achievement Trait: A general disposition to behavior responds in a certain way, for instance with self-confidence, self-control, stress resistance Self-concept: What they think they value, what they think they do or interested in doing Knowledge: Content knowledge
  5. 5. COMPETENCY MAPPINGTHROUGH FOLLOWING STAGES Job Analysis Behavioral Event Interview
  6. 6. PROBLEM WITH COMPETENCYMAPPING A problem with competency mapping, especially when conducted by an organization is that there may be no room for an individual to work in a field that would best make use of his or her competencies.
  7. 7. WHO CAN IDENTIFIES THECOMPETENCIES? Experts HR Specialists Job Analysts Psychologists
  8. 8. METHODS USED IN COMBINATION FORCOMPETENCY MAPPING Interviews Group work Task Forces Task Analysis work Shops Questionnaire Use of job description
  9. 9. Thank you
  10. 10. NEED FOR COMPETENCYMAPPING Focus on performing Roles. For time management Building the core competition
  11. 11. BROAD CATEGORIES INCOMPETENCY Generic  Competencies which are considered essential for all employees regardless of their function or level. For example - Communication, initiative, listening skills etc. Managerial Competencies  Competencies which are considered essential for managerial or supervisory responsibility
  12. 12. BROAD CATEGORIES INCOMPETENCY Technical / Functional Specific competencies which are considered essential to perform a specific role in the organisation within a defined technical or functional area of work.
  13. 13. COMPETENCY BASEDRECRUITMENT Competency based recruitment processes reduce the chances of a costly hiring mistake and increase the likelihood of identifying and selecting the right person for the right job
  14. 14. COMPETENCY BASEDPERFORMANCE APPRAISAL Competencies enable  establishment of clear high performance standards  Collection and proper analysis of factual data against the set standards.  Conduct of objective feedback meetings  direction with regard to specific areas of improvement
  15. 15. COMPETENCY BASEDTRAINING Opportunity to identify/ develop specific training programmes Focused Training enabling improvement in specific technical and managerial competencies
  16. 16. COMPETENCY BASEDDEVELOPMENT Competencies  enhances the understanding of ‘development’ and the individual gets the necessary tools to take responsibility for their own ‘development’  give the managers a tool to empower them to develop people
  17. 17. COMPETENCY BASED PAY Provide an incentive for employees to grow and enhance their capabilities