Competency Mapping

Submitted to:
Prof. Sateesh Shet

Submitted by Group 10:

Saptarshi Bhattacharje HRA010
Komal Bihany HRA013
Indrani Majumdar HRA036
D. Srinivasa Sarma HRA054
Manikya Shetty HRA057
Industry Specific Technology Aptitude
HRM domain
Analytics knowledge Decision
& Data-Driven
Making
Information System

Competencies Definition
Digital HRM
Technology Aptitude Ability to do activities that
HRM domain knowledge necessitate
Human resourcethe use of specific is the
management
Information
Analytics & System
Data-Driven managerial process of obtaining
It is a technology-based and
system that
Decision Making is used to
Ability to capture, store, alter,
make strategic business
decisions based on facts, metrics,

Competency Name Level 1

Technology Aptitude Demonstrates basic understanding
HRM domain knowledge of technologiesbasic
Demonstrates and understanding
tools.
Information System of
Examine the HR systemsand
HRM, policy making to see
Analytics & Data-Driven where one has to make
Demonstrates basic understanding
Decision Making of Analytics and machine learning
Knowledge & Skills to be
demonstrated
Definition: The use of social, mobile, analytics, and cloud (SMAC) technolo
1.A thorough understanding of
technology is required. and maintaining
1. Helps in establishing
positive
6. Helps relationships
1. Creating
to give among
reliable
Dashboards allReports
information
and/or
regarding human resources and their
7. Problem-Solving

Level 2 Level 3
Demonstrates thorough understanding Demonstrates in-depth understanding of
of technologiesthorough
Demonstrates and toolsunderstanding
like chatbots, Demonstrates
technologies and tools. understanding of
in-depth
of HRM, policy making and various HRM, policy making and various
Serve as the organization's go-to subject Develop technology solutions withHR
internal
matter expert for the system (e.g., stakeholders to assist streamline
Demonstrates thorough understanding Demonstrates In-depth understanding of and
of Analytics and machine learning. Analytics and machine learning.
obile, analytics, and cloud (SMAC) technology to make HR more efficient, effective, and linked is known as process optimization

Level 4 Level 5
Demonstrates understanding of Demonstrates in-depth
technologies and
Demonstrates tools andof
application understanding
Deep of technology
understanding of new
various HR policies and HR policies being
Oversee our HR information Provides timely and helpful
systems' day-to-day
Use existing operations. performance
frameworks, assessments.
Using AI Platforms and
standards, and patterns to build technologies, assist us in
as process optimization.
Job Role Competency

Competencies Definition
Social Media
Functional Recruitment
knowledge of Manager
Ability to aggressively seek, locate, and
Recruitment domain employ individuals
social media, Socialfor a given
Media post or
Mastery job a
offers
Social Media savvy variety of expert
knowledge alternatives.
and abilities to take advantage of
Technologyand
Influencer Savvy
personal it.
awaken to their full potential in a variety of
branding avenues.
Knowledge & Skills to be demonstrated
comes to recruiting (e.g. time-to-fill and Purpose and Scope: Social Media Managers are in charge of developin
cost-per-hire)
metrics, identifying trends, and optimizing
performance is a time-consuming
4. Can automate required criteria.and basic
operations.
1. Helps you build your brand because it enables sharing on various platforms so users can share, retweet, and re-pin
re in charge of developing, implementing, administering, and monitoring the company's social media strategy in order to raise b
trategy in order to raise brand awareness, improve recruitment efforts, and reduce attrition rate.