CHAROTAR UNIVERSITY OF SCIENCE AND TECHNOLOGY

FACULTY OF MANAGEMENT STUDIES

INDUKAKA IPCOWALA INSTITUTE OF MANAGEMENT
BBA PROGRAM 2018-21, SEMESTER-III
HUMAN RESOURCE MANAGEMENT (BM203.1)
A
PRESENTATION
ON

COMPETENCY MAPPING

PRESENTED BY: SUBMITTED TO:

KAPADIA VRAJESH (18BBA020) MR. ARPIT PATEL
PATEL BHARGAV (18BBA043)
PATEL PRACHI (18BBA065)
PATEL RAJ (18BBA067)
PATEL SHAILU (18BBA069)
PATEL TANVI (18BBA073)
RATHOD ANIKET (18BBA088)
Any underlying characteristic required for performing a given task, activity or role
successfully can be considered as competency.

Concept of competency mapping:

Intent
• Personal characteristics
Action
• Behavior
Outcome • Job performance
Other characteristics of an individual including
 Motives
 Values
 Traits
 Self Concept
• Competency Mapping can be defined as a process through which one
evaluates and determines one’s strengths as an individual worker.
• Individual’s level of competency in each skill is measured against a
performance standard
 Objectives of Competency Mapping:
Competency Mapping serves a number of purposes. It is done for the following functions:
 Gap Analysis
 Role clarity
 Succession planning
 Growth plan
 Restructuring
 Inventory of competencies for future planning.
 Competency includes observable behavior as well as aptitudes, skill and
knowledge. It can be compared with an iceberg as shown in the figure.

Observable
Behavior

 Experts
 HR Specialists
 Job Analysts
 Psychologists
JOB ANALYSIS

COMPETENCY BASED JOB DESCRIPTION

PERFORMANCE EVALUATION

IDENTIFYING COMPETENCY AND DECIDING THE

REQUIRED TRAINING
Interviews
Group work
Task forces
Task analysis work shops
Questionnaire
Use of job description
• Recruitment and selection
• Training and development
• Career and succession plan
• Reward and Recognition
• Performance
• Understanding what need to be done
• Taking people with you
• Getting the job done

360 degree Assessment

feedback Centers
• Competency mapping is not rocket science, but it can be as explosive
in term of re-energizing employees and building a dynamic
organization. Competency model are not end in themselves.
Competency based HRM have the capacity to actually drive
organizational change rather simply enabling change to take place.
• Required to perform each role effectively.
• Serves as a base for all HR application.