Competenc y Mapping

A Competency is an underlying characteristic of a person which enables him /her to deliver superior performance in a given job, role or a situation.

What is competency??

Consists of Cluster of: 1) Knowledge 2) Skill 3) Attitudes That affect individual’s ability to perform

C= P +other factors

The concept of competencies originated from David McClelland’s ground breaking article, “Testing for competencies rather than Intelligence”

This article launched the competency movement in Industrial psychology

Origin

He concluded that, traditional academic aptitude, knowledge context test, school grades and credentials: •Do not predict success either in job/life •Were generally biased against lower-socio economic section of the society

McClelland’s definition
A competency can be Defined as an Underlying characteristic of an individual that is causally related to criterion referenced effective and/or superior performance in job or situation.

Five types of competency characteristics:
Knowledge  Refers to information and learning resting in a person  Skill  Person’s ability to perform certain task  Self-concept and values  Person’s attitude, values or self-image.  Traits  Physical characteristics and consistent responses to certain situation  Motives  Emotions, desire, physiological needs

Categories:

Threshold:  Essential characteristics one needs to meet the minimum required level in job
 

Knowledge skill

Differentiating:  Refers to factors that differentiate superior from average performers
  

Motives Traits Self-concept

Some insights about NVQs
NVQ: National vocational Qualifications  Based on following aspects of job:  Complexity  self-sufficiency  Responsibility  Awarded at 5 levels

Two more terms

Core competency:  Organization level
  

Customer value Competencies extendability

Role competency:  Contribution to team
   

Managing people Managing resources Managing activity Managing information

Levels of competency

Three levels:  Organizational level  Positional level  Individual level
 

Functional Behavioral

Competency models:

Universal model approach  One-size-fits-all  One set of competencies applicable to all jobs Multiple model approach  Depending on jobs and levels  Job family based  Organizational level based

Sources & dimensions of model
Data collection methods -sources:  Resource panels  Behavioral event interviews  Generic competency dictionaries  Dimensions:  Level of competencies  Types of competencies

Process:
Chose measure of performance and collect data on current performance  Use appropriate source of data collection based on desired dimensions of competency  Analyze  Validate with line managers.  Test  Design

Boyatzis model
Individual competen cy Job’s demand Effectiv e specific actions or plans Organization environment

Competency matrix
Competency Sr. Manager manager Achievement 5 orientation Relationship building Conceptual thinking 5 4 Level Executive Supervisor

3

3

4

3

3

5

4

3

3

A s s is t a n t s t a ff S u p e rvis o r A s s is t a n t s

E n g in e e r J u n io r m anagem ent E x e c u t ive

T e c h n ic a l M id d le m anagem ent N o n t e c h n ic a l

N o t n e c e s s a ry

Competency based education model - sample

C o n c e p t u a l K n o w le d g e A w a re n e s s A p p lic a t io n k o w le d g e

TS 16949 FMEA/ PPAP/APQP ISO 14001 QC Story/ 7 QC Tools Advanced Stastical techniques Deep analysis/ DOE Daily work management Personality Development Interpersonal Skills Coaching and Developing Organising and planning Communication Goal Setting Budgeting and costing Testing hypothesis Measurement skills PU Robot teaching CNC Pipe bending Mould development system Chemical Behavior Quality Circles Computer application GD&T

1 Deok ant P andey Q .A JM 3 2 B arnik Datta P roduc tion JM 3 3 Hanum an S ingh P roduc tion JM 2 4 A s hok S oni P urc has e JM 2 5 Y oges h M is JM 2 Sno. Namehra S tores Deptt. 6 S harad Jain P .E . JM 2 7 V S Chauhan HRD JM 2 8 Dines h K um ar A c c ounts JM 2 9 A nil V erm a M aintenanc e 2 JM 10 G hans hy am P andeyaintenanc e 2 M JM

Training need identified

Training given
TS 16949 FMEA/ PPAP/APQP ISO 14001 QC Story/ 7 QC Tools Advanced Stastical techniques Deep analysis/ DOE Daily work management Personality Development Interpersonal Skills Coaching and Developing Organising and planning Communication Goal Setting Budgeting and costing Testing hypothesis Measurement skills PU Robot teaching CNC Pipe bending Mould development system Chemical Behavior Quality Circles Computer application GD&T

An Example:

Level

Alignment with HR
d an t en n m uit ectio r ec sel R
ce an nt rm me rfo ge Pe ana M

Competen cy Model
g & en in i n l opm a Tr eve D t

Co mp e ns a ti o n