COMPETENCY MAPPING

AND CAREER
MANAGEMENT
TO.
PROF.SHAYAM KAUSHAL

FROM
PARUL KAUNDAL (4066)
PRAGYA CHAKSHOO (4067)
PRANSHU AANAND (4068)
TOPIC COVERED
1. Competency mapping

• Definition of competency mapping

• Objectives
• Need of competency mapping
• Steps in competency mapping
2. Career management

• Introduction
• what is career management
• Why is it important
• Objectives
• Components of career management process
COMPETENCY MAPPING

DEFINITION OF COMPETENCY & COMPETENCY MAPPING

• Competency is any underlining characteristics required for performing a given task, activity or roll successfully
• According to United nation industrial development organisation competency is a set of skills related knowledge and attributes
that allows an individual to successfully perform a task or an activity within a specific function or job

• CompetencyMay take The following forms

1. Knowledge

2. Attitude

3. Skill
• Competency mapping is a process of identification of competency required to perform successful
a given job or role or a set of task at a given point of time

• It consist of breaking a given role or job into continued task or activities and identifying the
competencies needed to perform the same successfully

• It is a list of an individuals competency that represent the factors most critical to success in given
job, department, organisation or industries that are a part of individuals current career plan
OBJECTIVES OF COMPETENCY
MAPPING
1. Gap analysis

2. Role clarity

3. Succession planning

4. Growth planning

5. Restructuring

6. Inventory of competencies for future planning

NEED OF COMPETENCY MAPPING
1. Training in training and development

2. Recruitment and selection

3. Career planning

4. Performance appreciation

5. Succession planning

6. Compensation

7. Replacement planning
STEPS IN COMPETENCY MAPPING

• Decide the position for which the competency need to be mapped

• Identify the location of the position in the organisation structure
• Identify the objectives of the function of the department or the unit or section
where is the position is located

• Identify the objective of the role that why does the position exist? And what are the
main purpose of the role et cetera
• Collect the key performance areas of the position holder for the last two or three years from the
performance appraisal records

• Interview the position holder to list the tasks and activities expected to be performed by the individual.
Group them into a set of task. The task list maybe as many as 15 to 20 for some position and as a
competency mapping few as 5 to 6 for other position

• Interview the potential position holder to list the actual knowledge attitude, skills and other
competencies required for performing the task effectively

• Repeat the process with all the position set members

• Consolidate the list of competency from all the position holder by each task
• Edit and finalise present it to the supervisor of the position holder and the position holder for approval
and finalisation
CAREER
MANAGEMENT
INTRODUCTION

Career development is important for companies to create and

sustain a continuous learning environment
The biggest challenge companies face is how to balance
advancing current employees‟ careers with simultaneously
attracting and acquiring employees with new skills
The growing use of teams is influencing the concept of careers,
e.g. project careers
Changes in the concept of career affect:
•employees‟ motivation to attend training programs
•the outcomes they expect to gain from attendance
•their choice of programs  how and what they need to know
WHAT IS CAREER MANAGEMENT
FROM MANAGEMENT POINT OF VIEW

• Career management is the process through which employees

• Become aware of their own interest, values, strength and weaknesses
• Obtain information about job opportunities within the company identify career goals
• Establish actions plans to achieve career goals
WHY IS THE CAREER MANAGEMENT
IMPORTANT
COMPANY’S PERSPECTIVE

From the companies perspective the failure to motivate employees to plan their career can result in

• Shortage of employees to fill open positions

• Lower employee commitment
• In appropriate use of money allocated for training and development program
 EMPLOYEES PERSPECTIVE

From the employees perspective lack of career management can result in

• Frustration
• Feeling of not being valued by the company
• Being unable to find suitable employment should a job change be necessary due to merges, acquisition,
restructuring or downsizing
COMPONENTS OF CAREER
MANAGEMENT PROCESS

Self assessment
• Use of information by employees to determine their career
interest, values, attitude and behaviour tendency

• Often involves psychological tests

Reality check
• Information employees receives about how the company
evaluate their skills knowledge and with the fit into
company plans
Goalsetting
• The process of employees developing short and
long-term career objectives

• Usually discussed with the manager and written

into a development plan

Action planning
• Employees determining how did you achieve the
short and long-term career goals
 CONCLUSION
Competency mapping and Career management are both like two sides of coin both are apart but still can’t
work without each other. Career Management comes first in life making plans for collecting resources and
that means the quantification, skills, Strategies, for the future career goals we seek to achieve. But on the
other hand competency mapping is accessing these all strengths and weaknesses of an employee and thus
setting up further perfect job he fits into. So for a dream Job to work for you, you need to manage your
career planning in a way that both competency mapping and career management intersect at a point
instead being together in a straight line and hence we getting a successful life.