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    The document discusses competency mapping and its role in performance management systems. It defines competency mapping as linking personal characteristics and behaviors to job performance. It outlines criteria for measuring competencies and performance such as performance appraisals and assessment centers. Competency mapping is needed due to issues like high turnover, lack of succession planning, and unrecognized training needs. The key steps in developing a competency-based system include creating competency models, selecting assessment methods, assessing candidates, and using the data for selection and development decisions. A competency-based performance management system links organizational strategy and objectives to manager goals, performance planning, and appraisals.

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    The document discusses competency mapping and its role in performance management systems. It defines competency mapping as linking personal characteristics and behaviors to job performance. It outlines criteria for measuring competencies and performance such as performance appraisals and assessment centers. Competency mapping is needed due to issues like high turnover, lack of succession planning, and unrecognized training needs. The key steps in developing a competency-based system include creating competency models, selecting assessment methods, assessing candidates, and using the data for selection and development decisions. A competency-based performance management system links organizational strategy and objectives to manager goals, performance planning, and appraisals.

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    © All Rights Reserved
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    7 views7 pages

    Full Page Photo

    Uploaded by

    KBC 123
    The document discusses competency mapping and its role in performance management systems. It defines competency mapping as linking personal characteristics and behaviors to job performance. It outlines criteria for measuring competencies and performance such as performance appraisals and assessment centers. Competency mapping is needed due to issues like high turnover, lack of succession planning, and unrecognized training needs. The key steps in developing a competency-based system include creating competency models, selecting assessment methods, assessing candidates, and using the data for selection and development decisions. A competency-based performance management system links organizational strategy and objectives to manager goals, performance planning, and appraisals.

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    of 7

    COMPETENCY MAPPING

    CONCEPT OF COMPETENCY MAPPING

    Personal Behavior Job


    Characteristics Performance

    Motive,
    Trait,
    Self-Concept
    Knowledge
    CRITERIA TO MEASURE
    COMPETENCY & PERFORMANCE

    Competency

    Superior Performance Effective Performance

    Techniques to Measure:
    Performance Appraisal, Assessment center etc.
    NEED FOR COMPETENCY MAPPING

    Long learning curves


    & Lack of succession
    planning

    Need for
    High Turnover &
    Organizational
    Low retention
    change

    Unrecognized Poor
    training needs Performance
    STEPS IN DEVELOPING A
    COMPETENCY BASED SYSTEM
    Develop Competency Model(s) for Target job(s)

    Select Assessor & Assessment Methods

    Assess competencies of candidates

    Make job-person match decisions for selection,


    placement and promotion

    Develop a Competency based job and person database


    PERFORMANCE
    MANAGEMENT SYSTEM (PMS)
    Organization Strategy

    Pre-requisite steps Organization Objectives

    Manager/Work Unit Objective

    Start of Period Performance Planning

    Definition of Job Responsibilities


    During the Period Goal Setting
    Performance Management

    End of Period Performance Appraisal


    COMPETENCY BASED PMS

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