Aishwarya Competency Mapping

Competency Mapping final report
By,
Aishwarya Jakkidi
PGID- 2001006
Regular MBA, IV Trimester
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Behavioural Competency:
Any actions, attitudes, or personality qualities that assist predict how successful a candidate
will be at the job they are applying for are known as behavioural competencies. These
abilities can include knowledge, talents, and activities that set a candidate apart from the
competition.
These are the soft skills that determine how a candidate behaves and interacts with co-
workers and clients. Communication, attention, and adaptability are examples of skills that fit
into this category.
When it comes to hiring and screening new personnel, behavioural abilities are extremely
crucial to look for. That way, you can be sure the new recruit will be able to contribute to the
company's or team's goals.
Examples of behavioural competencies:
1. Ethical practice
2. Communication
3. Relationship management
4. Creativity and innovation
5. Problem solving
Competency framework:
1. Communication:
Definition: Communication competency is defined as the capacity to recognise and
apply effective and suitable communication patterns in a variety of situations.
Competency Cluster: Interpersonal
Sub-Competencies:
a. Effective written and verbal communication skills
b. Effective presentation skills
c. Effective timely feedback
d. Protects confidential information
e. Active listening and understanding skills
f. Public relations
g. Persuasion and diplomacy
Behavioural Indicators:
1. Provides clear information either in written or verbal format for the use of the
employees in the organisation or for public usage
2. Listens effectively and empathetically to the views of other members in the team
and tries to understand them.
3. Seek further information to clarify ambiguity
4. Delivers all the critical information to the stake holders
5. Understand and follows the company privacy policies
6. Leads effective and efficient meetings
Proficiency Levels
Basic Proficient Advanced Expert
Effective written, Written and oral Has an consistent Highly proficient
or oral communication style and tone to communicator who
communication are effectively convey the sets an example for
with appropriate clear and focuses positive image of style , tone and
guidance as and more on the the organisation pace of the
when required specific individual communication
or group
Communicates Effectively Communicates Articulates the
policies, cultures, facilitates staff strategy and strategy to the
procedures, etc., to professional initiatives to business unit
the employees development business unit leaders and staff
programs leaders and staff
Notifies the upper Delivers Creates channels Builds support and
management with constructive for open inspires confidence
the issues and feedback communication through clear
concerns across and within communications
the levels of
responsibility
Mostly follow Regularly Understands and Demonstrates
Company privacy complies with the always complies complete and
practices and Company privacy with company accurate
practices; policies and privacy policies; understanding of
sometimes does practices. recognizes and confidentiality of
not exercise skilfully manages certain
adequate care with unique information,
private or circumstances, policies and
confidential releases practices;
information confidential Cultivates ways
information only and means to
to authorized safeguard
individuals. confidential and
private information
and encourages
others to do so.
Mostly listens Practices attentive Asks open-ended Ensures that others
actively and and active questions to ensure feel their opinions
attentively; listening; clarity in and input are given
sometimes accurately restates understanding of due importance.
interrupts others to
the POV of others others’ points of Expertly restates
voice own point of
even when he/she view. others’ ideas to
view strongly disagrees and ensure clarity in
clarifies the understanding.
reasons of doubts
2. Relationship Management:
Definition: Identifying the key stakeholders, establishing strong work relationship to
provide service and support to the organisation.
Competency Cluster : Interpersonal
Sub Competencies:
a. Negotiation and Conflict management
b. Community relations
c. Employee Engagement
d. Team work
e. Business Networking and Customer Service
1. Demonstrates openness and approachability.
2. Manages internal and external relationships in ways to promote the best interest of
all the parties
3. Fosters and promoted successful and effective team building
4. Provides customer service
5. Establishes credibility in all interactions.
Proficiency Levels :
Basic Proficient Advance Expert
Refers potentially Recognises potential Mediates Designs
difficult employee relations difficult strategies for
interactions to the issues in a proactive employee improving
higher authorities manner and tries relations and/or relationship
resolves the issue other interactions management
as a neutral party performance
metrics
Listens effectively Oversees Provides Creates conflict

to potential; issues transactional and/or opportunities for resolution
before reacting preliminary stage of employees to strategies and
with solutions employee relations interact and build processes
relationships throughout the
organisation
Provides first point Fosters positive team Designs Fosters a culture
of contact for environment among programs and that supports
employee questions staff and identifies policies to intra
staff networking cultivate a strong organisational
opportunities and employee relationships
venues engagement and throughout the
engages early organisation and
level and mid- develops
level employees strategic
by building opportunities for
relations employee
relationship
building
Provides Oversees interactions Negotiates with Proactively
outstanding with vendors and internal and develops
customer service suppliers to maintain external stake relationship with
experience to the service quality holders, like peers, clients,
stake holders vendors and suppliers etc.,
managers. and designs
Oversees strategies for
customer service strong customer
objectives and service culture
outcomes
3. Ethical Practice:
Definition: Integrating beliefs and ideals into one's behaviour on a constant basis
Competency Cluster: Leadership
Sub Competencies:
a. Professionalism
b. Trust building and rapport building
c. Personal and professional courage
d. Behavioural integrity
1. Responds immediately to all the reports of unethical behaviours or conflicts of
interest
2. Drives corporate ethical environment
3. Manages political and social pressure while making decisions
4. Acknowledges mistakes and encourages employees to report any unethical
behaviour.
5. Ensures all the stakeholders voices are heard
Proficiency Levels:
Basic Proficient Advance Expert
Behaves in a Performs as an Supports Sets the standard
manner consistent ethical role model executives’ of being role
with the difficult and positively decisions and model of ethical
decisions made by influences make own difficult behaviour by
the management managerial decisions that align consistently
integrity and with organisational showing the
accountability values highest ethical
behaviour
Demonstrates Develops and Establishes self as Maintains a
accountability of supports system a credible source culture that
actions and for reporting for all the issues requires all
maintains unethical involving employees to
employee behaviour and employees and report unethical
confidentiality influences others their management. practices and
throughout the to develop ethical Oversees process behaviour and
business behaviour to protect the establishes oneself
confidentiality of as an credible and
the employee trustworthy source
information. for employees to
voice their
concerns
Identifies potential Takes immediate Evaluates potential Challenges senior
conflict of interest and appropriate ethical risks and leaders when
and documents and action regarding liabilities to the potential conflict
escalates reports of reports of organisation and of interest arises,
unethical unethical withstands and maintains and
behaviour to the behaviour and pressures when empowers them to
management conflicts of interest implementing the control any
policies unethical
behaviour.
Follows policies Maintains general Develops ethical Balances
consistently and knowledge about policies and organisational
supports training ethical laws, procedures for success and
programs standards of the implementation. employee
regarding ethical organisation and Champions advocacy when
laws standards and implements organisational creating strategy
policies training programs values and communicates
on the same vision for the
organisational
culture and values
Mapping the competencies to the HR processes:

1. Communication:
The competency communication can be connected to the HR policy i.e.,
onboarding. In onboarding and training the main job of the HR is to provide the
employees with the basic information about the employer and the job, and for this
to be done efficiently, one should have strong written and verbal communication
skills.
During the onboarding process, there are various process which are very important
such as orientation, explaining the policies, office tour etc., All these activities can
be taken place efficiently and effectively if the one who is taking the onboarding
has effective communication skills.
2. Relationship Management :
Relationship management can be connected to the HR policy i.e., employee
retention. Employee retention management entails taking intentional steps to keep
employees engaged and focused so they choose to stay on the job and contribute
fully to the company's success. A robust employee retention programme can help
you attract and keep important personnel while also lowering turnover and its
associated expenses.
For retaining the employees in the organisation, maintain a good relationship with
the employees is very important.
3. Ethical practice:
Ethical practice can be connected to the HR policy i.e., employee relations.
Organizations strive to retain employees loyal and involved in their job by
establishing positive, constructive employee relations. Employee relations
activities are typically managed by an organization's human resources department.
The main aspect to maintain good employee relations is that everyone should
follow the ethical practices, including the employee and the higher authorities.
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Competency Mapping final report

Listens effectively Oversees Provides Creates conflict

Mapping the competencies to the HR processes:

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