COMPETENCY MAPPING

SUJITH SAJU PAUL(08BA076)

Competency Mapping
‡ Key attributes and skills position and process . ‡ Preferred behaviours and Personal skills

distinguish excellent and outstanding
performance . ‡ Identifying key competencies jobs and functions.

Competency Mapping
‡ Competency can be defined as the

process of identifying key attributes and skills for each position and process within the
company.

Competency Mapping
‡ It is about

identifying preferred

behaviours and personal skills
which ;

distinguish excellent and outstanding
from the average.

performance

Competency Mapping
‡ Competency Mapping is a process of

identifying key competencies for a company or

jobs and functions within it.
institution and the

‡ Competency mapping plays a vital role in-

selecting, recruiting and retaining the right people.

‡ When the competency required for a

particular

position is mapped, an accurate job
profile is created. With the job profile well defined, the entire recruitment process becomes

easier.

‡ It also helps in determining the training and development needs and importantly it helps to encourage the best and develop the rest. ‡ A win-win situation for everyone.

‡ Enables the employee to align his efforts in

the direction of the company s requirement.

‡ Motivates the employees.
‡ It assesses the inherent

strengths and

weakness of the individual and helps him
develop himself.

AMBUIGITY
‡ A competency is a

behaviour
(i.e. communication, leadership) rather than a

skill or ability .

CLASH !!!
‡ The roles desired by the company and the

expectations carried by the new
employee is a cause

of

disappointment for both the employee
and employer after the employee joins the company.

The steps involved in the process

‡ First: A job analysis :- Fill in a questionnaire
perform it well).
‡ A bit that requests them to list down

:-

‡ What they are doing, and What skills, attitudes and abilities.(they need to have to

attributes needed to make it up to the next level,
thus making it behavioural as well as Skill-based.

Second:‡ Having discovered

the

similarities in the questionnaires, a competency-based job description is crafted and presented to the

personnel department for their agreement and additions if any.

Third:
‡ Having

agreed on the job

requirements and the skills and
attitudes needed to progress within it and become more productive, one starts the capability of the employees to the benchmarks. **(Assess based on certain benchmark index).

mapping

Finally .
‡ These give an adept HR manager a fairly good picture of the employee to see whether he (or she) needs to perform better or to move up a notch on the scale. ‡ Once the employee `tops' every indicator at his level, he moves on to the next and begins there at the bottom - in short, he is promoted.

Retaining of an Employee made easier
‡ The candidate who applies for the position is

aware of what the position demands.
‡ The interviewers who interview the candidate

are sure of

what to look for in

him.

Making this in to Effect-Considered;
‡ Competency mapping as an

exercise is
money and

expensive .
‡ In involves investment in terms of time,

effort. ‡ Support of Top Mangement. ‡ Clarity -Organizational goals and strategies and core competency. ‡ HR Policy

The purpose of embarking on this type of exercise is to effectively match the individual s overall capabilities to the company s requirements. The Company gains
· 

Managers gain 
  · A common language for competence · . A competence development tool

Visibility of competence requirements. · Structure and tool for competence planning. · Support for sourcing and selection. · Sound basis for pay and compensation. 

 
·

· Better basis for assessing competence

Employees gain
· Clear picture of competence requirements within each occupation/role · Opportunity to see and develop competence that the company needs · Employability based on competence rather than current tasks or position

The Customers gain
· Better equipped and empowered people to deal with

‡

‡ Is your company s selection procedure competency based? ‡ Does your company have a Competency oriented induction? ‡ Are your training needs identified through Competency gaps? ‡ Does your company have attrition problem due to mismatch of people with the roles they perform? ‡ Does your company have a list of Competencies required for various roles in the organization? ‡ Are the Core Competencies identified for your Organisation? If the above statement holds TRUE for your organization, your company can be called a Competency Based Organization.