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Lovely Professional University, Punjab

Course Code MGT596 Course Category Course Title COMPETENCY MAPPING Courses with conceptual focus Course Planner 12312::Megha Mehta Lectures 4.0 Tutorials Practicals Credits 1.0 0.0 5.0

TextBooks Sr No T-1 Title The Handbook of Competency Mapping: Understanding, Designing and Implementing Competency Models in Organizations (Response Books) Reference Books Sr No R-1 Other Reading Sr No OR-1 OR-2 OR-3 OR-4 OR-5 OR-6 OR-7 OR-8 OR-9 Journals articles as Compulsary reading (specific articles, complete reference) Anthony,Eyring &Gibson ,"Mapping Your Innovation Strategy", HBP, May 01, 2006 , Ancona, Malone, Orlikowski & Senge,"In Praise of the Incomplete Leader", HBP, Nov 01, 2003 , Kumar & Karuppasamy." Competency Mapping: A Fuel for self development", International Journal of Management Research and Reviews, Mar 2013, pp 26222627. , James,"Career and Competency Mapping", Healthcare Executive, Nov/Dec 2006, pp: 52-55. , Gayeski, Golden, Thomas, Stephen & Mason,"Bringing competency analysis into the 21st century", Performance Improvement, August 2007, pp9-16 , Ali,"Competency Mapping - A Case Study at Ambassadors SKY CHEF, MUMBAI", Akbar Peerbhoy Collage of Commerce & Economics, Mumbai, VOLUME NO.1, ISSUE NO.3 (Case Study) , Thomas,"Mapping Your Network ", HBP, May 18, 2009. , Stengel, Dixon & Allen,"Listening Begins at Home",HBP, Nov 01, 2003. , Kotwal,"Model, and Method for Competency Mapping and Assessment: Sunrise Model",Training Journal. , Title Competency Based HRM Author Shermon Ganesh Edition 1st Year 2004 Publisher Name Tata McGraw Hill Author Sanghi Seema Edition 1st Year 2004 Publisher Name Sage

Relevant Websites Sr No RW-1 RW-2 RW-3 (Web address) (only if relevant to the course) http://asystems.as/en/behavioral-event-interview http://www.nwlink.com/~donclark/hrd/case/compet1.html http://www.psyasia.com/organizational_psychologist_competency_model.php Salient Features Explains about Behavioral Event Interview Introduction to the concept of competency Example of a compentency model

php/hrcs/index/overview Explain about HR competence audit LTP week distribution: (LTP Weeks) Weeks before MTE Weeks After MTE Spill Over 7 7 4 Detailed Plan For Lectures Week Number Lecture Number Broad Topic(Sub Topic) Chapters/Sections of Text/reference books Other Readings. Audio Visual Aids. Competencies for competitive advantage Discussion on myths about competencies and history of competency Stages in developing an organization wide competency model Detailing the Impact of competency development process Styles that influencing competency development processes Learning Outcomes Pedagogical Tool Demonstration/ Case Study / Images / animation / ppt etc. Planned Web reference Week 1 Lecture 1 Introduction to Competency (Concept of competency. Competencies for competitive advantage) Introduction to Competency(Myths about competency and history of competency) The Competency Development Process(Stages in developing an organization wide competency model) The Competency Development Process(Impact of competency development process) The Competency Development Process(Styles influencing competency development) Developing Competency Model (Hiring the best people and productivity maximization) T-1:Chapter 1 R-1:Chapter 1 Students will learn the importance of competency identification and mapping Lecture 2 T-1:Chapter 1 OR-7 The students will learn Article followed by the concept of existing class-room discussion scenario of competency mapping Learning about the development of organization wide competency model Class-room discussion through power-point presentation Lecture 3 R-1:Chapter 2 Lecture 4 R-1:Chapter 2 Identifying the Class-room discussion individual and group through power-point development needs and presentation problems Understanding the Class-room discussion decisions or actions of through power-point individuals that impact presentation organization Class-room discussion through power-point presentation Week 2 Lecture 5 R-1:Chapter 2 Lecture 6 T-1:Chapter 2 Hiring the Best How to use the 360Available People and degree feedback Productivity process Maximization and Enhancing the 360degree feedback process . software and Virtual Labs RW-2 Introduction to concept of competency.net/index.RW-4 http://rbl. Lecture Description Relevant Websites.

Week 2 Lecture 6 Developing Competency Model (Enhancing the 360-degree feedback process) T-1:Chapter 2 OR-1 Hiring the Best How to use the 360Available People and degree feedback Productivity process Maximization and Enhancing the 360degree feedback process Adapting to change and aligning behavior with organizational strategies and values Learning to adapt and aligning behavior with organizational strategies and values Article followed by class-room discussion Lecture 7 Developing Competency Model (Adapting to change and aligning behavior with organizational strategies and values) Developing Competency Model (Competency Models) T-1:Chapter 2 Class-room discussion through power-point presentation Lecture 8 T-1:Chapter 2 OR-9 Job competency assessment model. The Lancaster Model of Managerial Competencies. Modified Job competency assessment model. presentation The Personal Competency Framework . Customized Generic Model Method. Planning to the importance of trans. Systems Method.through power-point Develop a Competency cultural competencies presentation Model OR-3 What is the Goal: Quality or Excellence? and Periodic and Continuous Development Effort What is the Goalâ €”Quality or Excellence? and Periodic and Continuous Development Effort Understanding the goal Article followed by of competency mapping class-room discussion and Understanding the kind of effort required for competency mapping Understanding the goal Class-room discussion of competency mapping through power-point and Understanding the presentation kind of effort required for competency mapping Lecture 11 T-1:Chapter 3 Issues related to developing Competency Models(Competency development effort) T-1:Chapter 3 Lecture 12 Issues related to developing Competency Models(Utilization of time Frame and Organization use of competency results) Developing Competency Model (Development of the personal competency framework) T-1:Chapter 3 Utilization of time frame Students will be able to Class-room discussion and organization use of make use of through power-point competency results competency results. two and three The students will Class-room discussion understand the through power-point importance of model in presentation designing the competency framework Lecture 9 T-1:Chapter 2 . Generic Model Overlay Method. Flexible Job Competency Model Method. Level One. Accelerated Competency Systems Method The students will learn Article followed by the various factors that class-room discussion affect the competency development framework Week 3 Lecture 10 Developing Competency Model (Trans-cultural managerial competencies) Issues related to developing Competency Models(Organization focus and goal) T-1:Chapter 2 Personal Competency The students will learn Class-room discussion Framework.

Week 4 Lecture 13 Issues related to developing Competency Models(Value addition for the organization and employees) Issues related to developing Competency Models(Key performance indicators for success and Validation of Assessments) T-1:Chapter 2 OR-2 Value Addition for the How competency Organization and Value mapping adds value? Addition for Employees Article and class-room discussion Lecture 14 T-1:Chapter 3 KPI for successHow to identify key Class-room discussion Determinants of Success. performance indicators? through power-point Desired Outcomes. presentation Ownership of the Process. Targeted people and involvement of people in development How to Validate the Assessments and How will the Competency Project be Communicated to the Employees? Leadership required for transformation and competency building The cycle of transformation and competency The HRM functional contribution to transformation Competent framework driving HRM processes and Mapping competencies for competitive advantage in HR context Competent framework driving HRM processes and Mapping competencies for competitive advantage in HR context RW-4 HR competence audit and analysis Position fulfillment Validating the Class-room discussion competency assessment through power-point and how to break news presentation to employees? Lecture 15 Issues related to developing Competency Models (Communication of competency projects to employees) T-1:Chapter 3 Lecture 16 Competency driven transformation HRM Strategies(Leadership required for transformation and competency building) Competency driven transformation HRM Strategies(The transformation cycle) Competency driven transformation HRM Strategies(HRM functional contribution to transformation) Competency driven transformation HRM Strategies(Competent framework driving HRM processes) R-1:Chapter 4 Understanding the required leadership traits for competency building Class-room discussion through power-point presentation Week 5 Lecture 17 R-1:Chapter 4 Learning the sequential Class-room discussion flow of competency through power-point presentation Connecting HR processes and other business processes How to Map competencies for competitive advantage in HR context Class-room discussion through power-point presentation Class-room discussion through power-point presentation Lecture 18 R-1:Chapter 4 Lecture 19 R-1:Chapter 4 Competency driven transformation HRM Strategies(Mapping competencies for competitive advantage in HR context) R-1:Chapter 4 How to Map competencies for competitive advantage in HR context Class-room discussion through power-point presentation Lecture 20 Competency-based Application (HR competence audit and analysis) Competency-based Application (Position fulfilment) T-1:Chapter 4 To perform the competence audit Web reference and discussion Week 6 Lecture 21 T-1:Chapter 4 To learn about position Class-room discussion fulfillment through power-point presentation .

Position and process documentation) Formation of a competency framework(Personnel development resources. Behavioral description Interview Behavioral event interviewing methodology Management directed and third party models RW-3 Lecture.Management Directed and Third-party Models Lecture 28. Position and process documentation RW-1 Personnel development resources.27Web reference and Understanding the discussion Management Directed and Third-party Models of competency mapping Lecture 28. Behavioral event interview. Behavioral event interview.Established Models .27 .Revision Lecture 28 Formation of a competency framework(Management directed and third party models) T-1:Chapter 5 RW-3 Lecture. Behavioral description Interview) Formation of a competency framework(Behavioral event interviewing methodology) T-1:Chapter 5 Week 7 Lecture 25 T-1:Chapter 5 How to utilize Web reference and Personnel development discussion resources Lecture 26 T-1:Chapter 5 How to conduct Behavioral Event Interviews? Class-room discussion through power-point presentation Lecture 27 Formation of a competency framework(Management directed and third party models) T-1:Chapter 5 Lecture. Benefits of Using a Competency-based Training and Development System. Benefits of a Competency-based Performance Appraisal System. Class-room discussion through power-point presentation Lecture 24 Formation of a competency framework(Sources of competency information.27 .Week 6 Lecture 22 Competency-based Application (Performance management) T-1:Chapter 4 R-1:Chapter 4 and 5 Performance management and promotion.Revision MID-TERM .27Web reference and Understanding the discussion Management Directed and Third-party Models of competency mapping Lecture 28.Competency Models Can Enhance HRM Systems.Established Models .Management Directed and Third-party Models Lecture 28.Revision Lecture. Benefits of Using a Competency-based Succession Planning System Sources of competency information.Revision To learn about the Class-room discussion benefits of a through power-point Competency-based presentation Performance Appraisal System Lecture 23 Competency-based Application (Promotion) T-1:Chapter 4 To learn about the Class-room discussion benefits of a through power-point Competency-based presentation Performance Appraisal System Students would learn how to perform Position and process documentation. Benefits of Using a Competencybased Selection System.

Assessment centers in developed countries Lecture 30. External Centre.Assessment practices and History of assessment center. Assessment centers in developed countries Lecture 30.Classroom discussion with corporate example Lecture 35. Tests and Inventories. Lecture 32.Making pay competitive Lecture.Off-the-shelf Exercises. Lecture 32 Competency driven careers (Competency driven career progression model) Competency driven careers (Counseling and coaching) R-1:Chapter 13 Competency driven Understanding the career progression model Competency driven career progression model Counseling and coaching Using Counseling and coaching for competency development 360 degree feedback Learn the skills to see yourself from others eyes Class-room discussion through power-point presentation Class-room discussion through power-point presentation Class-room discussion through power-point presentation Week 9 Lecture 33 R-1:Chapter 13 Lecture 34 Competency driven careers(360 degree feedback) Competency linked competitive remuneration(Making pay competitive) R-1:Chapter 13 Lecture 35 R-1:Chapter 14 Lecture 35. Lecture 32.Students Slides and class-room would be able to discussion understand how to attach competency with pay structure.How to use Class-room discussion Off-the-shelf Exercises through power-point for competency presentation mapping. .The Use of Assessment Centers in the Industry Lecture 29. Projective Techniques Lecture 31. Best Practice.To learn the usage of assessment center Lecture 30 Competency mapping and Assessment centres(Assessment practices and History of assessment centre) T-1:Chapter 6 Lecture 29.How to use 360-degree Feedback for competency mapping.To learn the usage of assessment center Lecture 31 Competency mapping and Assessment centres(Assessment exercises) T-1:Chapter 6 OR-8 Lecture 31.Assessment practices and History of assessment center.36 Students would be able to apply the concept. Non-exercise Material.The Use of Assessment Centers in the Industry Lecture 29. Ratings by Self and Others. Lecture.36 .Learning Class-room discussion about assessment through power-point practices presentation Lecture 30.Learning Class-room discussion about assessment through power-point practices presentation Lecture 30.Week 8 Lecture 29 Competency mapping and Assessment centres(Assessment practices and History of assessment centre) T-1:Chapter 6 Lecture 29. Customized Exercises.360-degree Feedback.

Identifying key stakeholders and the expected levels of support.Identifying reasons for Lack of Commitment for competency mapping Lecture 42 Resistance and recommendations (Identifying key stakeholders and the expected levels of support) T-1:Chapter 7 Lecture 41.42 Reasons for Lack of Commitment. Lecture. Resistance and Recommendations: Why and How? Lecture 41.Categorizing Stakeholder.42 Reasons for Lack of Commitment.Making pay competitive Lecture. The student would be PPT and class-room able to evaluate discussion compensation strategy.Identifying reasons for Lack of Commitment for competency mapping . Lecture . How to use and apply Class-room discussion Competency based pay through power-point action steps presentation Implementing Class-room discussion Competency based through power-point compensation structure presentation Leaning to Advocate competency project Case Study and classroom discussion Week 10 Lecture 37 Competency linked competitive remuneration(Evolution of compensation strategy) Competency linked competitive remuneration(Competency based pay action steps) Competency linked competitive remuneration(Competency based compensation structure) Resistance and recommendations (Advocating project effectively) Resistance and recommendations (Identifying key stakeholders and the expected levels of support) R-1:Chapter 14 Evolution of compensation strategy Competency based pay action steps Competency based compensation structure OR-6 Advocating project effectively Lecture 41.36 Students would be able to apply the concept.36 .Identifying key stakeholders and the expected levels of support.Categorizing Stakeholder.Identifying Class-room discussion key stakeholders through power-point presentation Lecture 42. Lecture .Week 9 Lecture 36 Competency linked competitive remuneration(Making pay competitive) R-1:Chapter 14 Lecture 35.Students Slides and class-room would be able to discussion understand how to attach competency with pay structure. Stakeholders’ Map. Resistance and Recommendations: Why and How? Lecture 38 R-1:Chapter 14 Lecture 39 R-1:Chapter 14 Lecture 40 Week 11 Lecture 41 T-1:Chapter 7 T-1:Chapter 7 Lecture 41.Classroom discussion with corporate example Lecture 35. Stakeholders’ Map.Identifying Class-room discussion key stakeholders through power-point presentation Lecture 42.

Social Awareness OR-5 Leadership Assessment Questions and Leadership Assessment Matrix Lecture 45.Making Class-room discussion Competency model for through power-point human resource head presentation Lecture 46. Relationship Building and Networking. Personal Effectiveness. Internal Customer Orientation.using Human Resource Expertise and change leadership Week 12 Lecture 45 T-1:Chapter 10 Lecture 46 Competency model for HR (Competency model for human resource head) T-1:Chapter 10 Lecture 45. Selfmanagement.Thinking Capabilities. Team Leadership and Development.Competency model for human resource head. Team Leadership and Development. Impact and Influence. Communication. Communication. Human Resource Expertise and change leadership Lecture 45.Making Class-room discussion Competency model for through power-point human resource head presentation Lecture 46.Strategic Thinking. Internal Customer Orientation. Business Acumen. Impact and Influence.Strategic Thinking. Personal Effectiveness.Week 11 Lecture 43 Generic competency model for leadership role in Organization (Competency clusters for general leadership model) T-1:Chapter 9 Competency Clusters for General Leadership Model .Competency model for human resource head. Lecture 46 Results Orientation. Leadership Effectiveness. Human Resource Expertise and change leadership Learning about the Class-room discussion Competency Clusters through power-point for General Leadership presentation Model Lecture 44 Generic competency model for leadership role in Organization (Leadership assessment questions and matrix) Competency model for HR (Competency model for human resource head) T-1:Chapter 9 Understanding Article and class-room Leadership Assessment discussion Matrix Lecture 45. Relationship Building and Networking.using Human Resource Expertise and change leadership . Lecture 46 Results Orientation. Business Acumen.

Learning Resource competencies to Expertise.Competency Lecture 49.Teamwork . enhance personal Results Orientation. Problem Solving. Knowledge of Government and Clientsâ €™ Business. Internal Customer. Personal Effectiveness Homework3 OR-4 Lecture 47. enhance personal Results Orientation. Impact and Influence. executive Personal Effectiveness Lecture 50 Competency model for HR (Competency model for human resource executive) T-1:Chapter 10 OR-4 .Internal Customer.Learning Resource competencies to Expertise. Job Knowledge.Making Class-room discussion Competency model for through power-point human resource presentation manager Lecture 48 Week 13 Lecture 49 Competency model for HR (Competency model for human resource executive) T-1:Chapter 10 Lecture 49.Week 12 Lecture 47 Competency model for HR (Competency model for human resource manager) T-1:Chapter 10 Lecture 47. Teamwork.Teamwork . Flexibility. executive Personal Effectiveness Lecture 49.Making Article followed by model for human Competency model for class-room discussion resource executive human resource executive Lecture 50 . Human Lecture 50 . effectiveness of HR Communication. Results Orientation.Making Article followed by model for human Competency model for class-room discussion resource executive human resource executive Lecture 50 .Competency Lecture 49. Change Leadership. Human Lecture 50 .Internal Customer. Communication.Competency model for human resource manager. Relationship Building. effectiveness of HR Communication.

Judgement. Competency focused behavioral change management Understanding how Class-room discussion corporate culture drives through power-point competencies presentation Bringing Competency focused behavioral change management Class-room discussion through power-point presentation Lecture 54 R-1:Chapter 16 Lecture 55 R-1:Chapter 16 Lecture 55.Revision management Lecture 56. Learning from Experience. Direction and Goal Setting. Corporate competency driven culture Change. Competency focused behavioral change management) Competency driven culture (Current happenings in the field of competency management) R-1:Chapter 16 Culture. People Development and Team working Lecture 51Understanding the concept of leadership competency model considering the Visioning.Concept of leadership competency model. Networking. Drive to Improve.Visioning. Partnership Lecture 51Understanding the concept of leadership competency model considering the Visioning. Learning from Experience. Business and Customer Focus Lecture 52.Concept of leadership competency model.Visioning. Networking. Holistic View. Networking. Networking. Partnership. Drive to Improve.Inspiring Leadership. People Development and Team working Class-room discussion through power-point presentation Week 14 Lecture 53 Competency driven culture (Culture.Keeping Class-room discussion happenings in the field of oneself updated with through power-point competency management Current happenings in presentation the field of competency Lecture 56. Direction and Goal Setting Lecture 52Understanding the concept of leadership competency model considering the Learning from Experience. Direction and Goal Setting Lecture 52Understanding the concept of leadership competency model considering the Learning from Experience.Inspiring Leadership.Concept of leadership competency model.Current Lecture 55.Week 13 Lecture 51 Leadership competency model (Concept of leadership competency model) T-1:Chapter 11 Lecture 51. Judgement. Corporate competency driven culture) Competency driven culture (Change. Direction and Goal Setting. Holistic View.Concept of leadership competency model. Drive to Improve. Partnership. Partnership Class-room discussion through power-point presentation Lecture 52 Leadership competency model (Concept of leadership competency model) T-1:Chapter 11 Lecture 51.Revision . Drive to Improve. Business and Customer Focus Lecture 52.

The students need to analyse the various problems in the case and are required to suggest the possible solution for the same. Question Handling: 05Marks. Objective Topic of the Academic Task Nature of Academic Task (group/individuals/field work Evaluation Mode Allottment / submission Week 2/4 HW1 To enhance the analytical ability of students The students in the group will be given a case study by the faculty Group member.Current Lecture 55. Write up : 05 Marks 15 marks for competency model development and 15 marks for competency profiling for five key jobs. Analysis and Presentation: 20 Marks. Live Project: The Student is required to choose an organization of Individual his/her choice.Keeping Class-room discussion happenings in the field of oneself updated with through power-point competency management Current happenings in presentation the field of competency Lecture 56.Revision SPILL OVER Week 15 Lecture 57 Lecture 58 Lecture 59 Lecture 60 Spill Over Spill Over Spill Over Spill Over Scheme for CA: Component Homework Frequency 2 Total :Out Of 3 Each Marks Total Marks 10 10 20 20 Details of Academic Task(s) AT No. 6 questions of 5 marks each HW2 To enhance the analytical ability of students 5/9 HW3 To check the learning ability of students A test will be conducted from the covered in first 11 weeks Individual 12 / 12 Plan for Tutorial: (Please do not use these time slots for syllabus coverage) . They need to design a generic model of competency development for the organization followed by competency profiling for any five key jobs in that organization.Week 14 Lecture 56 Competency driven culture (Current happenings in the field of competency management) R-1:Chapter 16 Lecture 55.Revision management Lecture 56.

problem solving test.role play.Tutorial No.business game etc) Tutorial1 Tutorial2 Tutorial3 Tutorial4 Tutorial5 Tutorial6 Tutorial7 Introduction to competency Mapping Styles influencing competency development Hiring the best people Evaluative case based presentation Evaluative case based presentation Evaluative case based presentation Doubt clearing session before MTE Discussion Discussion Role Playing Case Analysis Case Analysis Case Analysis Discussion After Mid-Term Tutorial8 Tutorial9 Tutorial10 Tutorial11 Tutorial12 Tutorial13 Tutorial14 Discussion on MTE question paper Evaluative case based presentation Evaluative case based presentation HR competence audit Behavioral description Interview Assessment practices Doubt Clearing session Discussion Case Analysis Case Analysis Problem Solving Discussion Role Playing Discussion . Lecture Topic Type of pedagogical tool(s) planned (case analysis.