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Competency Mapping

This document discusses competency mapping and its importance for organizations. It outlines the key components of competency mapping including personal characteristics, behaviors, and job performance. It also differentiates between threshold and differentiating competencies. The document then describes the need for competency mapping in organizations and the steps to develop a competency-based selection system. Finally, it discusses how competency mapping can be applied to performance management systems through a mixed model approach.

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408 views13 pages

Competency Mapping

This document discusses competency mapping and its importance for organizations. It outlines the key components of competency mapping including personal characteristics, behaviors, and job performance. It also differentiates between threshold and differentiating competencies. The document then describes the need for competency mapping in organizations and the steps to develop a competency-based selection system. Finally, it discusses how competency mapping can be applied to performance management systems through a mixed model approach.

Uploaded by

mokzaimak
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd

COMPETENCY MAPPING

Jagdeep Kaur (Vice President)


HR Globe Consulting
www.hrglobeconsulting.com
CONCEPT OF COMPETENCY MAPPING

Personal Behavior Job Performance


Characteristics

Motive, Trait, Self-


Concept & Knowledge
CRITERIA TO MEASURE COMPETENCY &
PERFORMANCE

Competency

Superior Performance Effective Performance

Performance

Threshold Competencies Differentiating Competencies


THRESHOLD V/S DIFFERENTIATING
COMPETENCIES

Distinguishes superior from


average performer

Must have in the job


NEED FOR COMPETENCY MAPPING

Long learning
curves & Lack of
succession planning

Want for High Turnover


Organizational & Low
change retention

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

Select / Develop Assessment Methods

Train Assessors in the Assessment Method

Assess competencies of candidates for jobs


Make job-person match decisions for selection, placement and
promotion
Validate Selection System
Develop a Competency based job and person database and
Matching System
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
MIXED MODEL
Need for Competency based PMS
Unfair
Appraisal
System

Inflated Non-serious
Performance Performance
Ratings Appraisal

Low impact of Employees


PMS on Actual rated PMS
Management worthless
APT Situations for“MIXED MODEL”
Performance + Competency PMS

Uncertain Environments

Self Managing Teams

Qualitative/Process Service Jobs

Changing Organizational Strategy or Markets


TOOLS FOR COMPETENCY MAPPING

360 degree Assessment


feedback Centres

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