COMPETENCY MAPPING

Jagdeep Kaur (Vice President) HR Globe Consulting www.hrglobeconsulting.com

CONCEPT OF COMPETENCY MAPPING

Personal Characteristics
Motive, Trait, SelfConcept & Knowledge

Behavior

Job Performance

CRITERIA TO MEASURE COMPETENCY & PERFORMANCE

Competency

Superior Performance

Effective Performance

Performance

Threshold Competencies

Differentiating Competencies

THRESHOLD V/S DIFFERENTIATING COMPETENCIES

Distinguishes superior from average performer

Must have in the job

NEED FOR COMPETENCY MAPPING

Long learning curves & Lack of succession planning Want for Organizational change High Turnover & Low retention

Unrecognized training needs

Poor Performance

STEPS IN DEVELOPING A COMPETENCY BASED SELECTION SYSTEM

Develop Competency Model(s) for Target job(s)
Select / Develop Assessment Methods Train Assessors in the Assessment Method Assess competencies of candidates for jobs Make job-person match decisions for selection, placement and promotion Validate Selection System Develop a Competency based job and person database and Matching System

PERFORMANCE MANAGEMENT SYSTEM (PMS)

Organization Strategy Organization Objectives Manager/Work Unit Objective Start of Period

Pre-requisite steps

Performance Planning

Definition of Job Responsibilities

During the Period Goal Setting

Performance Management

End of Period

Performance Appraisal

COMPETENCY BASED PMS

MIXED MODEL

Need for Competency based PMS

Unfair Appraisal System

Inflated Performance Ratings

Non-serious Performance Appraisal

Low impact of PMS on Actual Management

Employees rated PMS worthless

APT Situations forMIXED MODEL Performance + Competency PMS

Uncertain Environments

Self Managing Teams

Qualitative/Process Service Jobs

Changing Organizational Strategy or Markets

TOOLS FOR COMPETENCY MAPPING

360 degree feedback

Assessment Centres