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INTRODUCTION Competency is an element of knowledge. . It is an element of skill practiced regularly and with the right kind of attitude So attitude builds competency.
2)If persons wants to be successful in their role then c. communication and leadership rather than skill and ability.m helps to identify the success criteria. .1)Compentency mapping can be define as a behavior.
and decisionmaking . leadership.COMPETENCY MAPPING It generally examines two areas: emotional intelligence or emotional quotient (EQ)=manage and access the ability and capacity. And strengths of the individual in areas like team structure. Competency mapping is a process through which one assesses and determines one’s strengths as an individual worker and in some cases. as part of an organization.
4. seniors and managers. . 5. To identify and describe the factors which are critical to the functioning of a particular job \ work so that a match can be established between the skills required to perform a job and actual talent of job holder. To learn the employee’s satisfaction on the interpersonal relationship with other employees. To do job evaluation & formulation of appropriate incentive plan. To study the effect of job promotions on employees. 3.OBJECTIVES 1. 2. To study the effect of monetary and non-monetary benefits provided by the organization on the employee’s performance.
.METHODOLOGY The data for the study was collected from the following companies: IBM HCL Technologies HCL Infosystems WIPRO Primary data was collected by the means of the questionnaire. etc. Secondary data was collected through website such as abscohost. citehr.
DATA ANALYSIS .
AWARENESS AMONG THE EMPLOYEES REGARDING THEIR OWN COMPETENCIES .
DRIVE AMONG THE EMPLOYYES FOR CONTINOUS IMPROVEMENT .
DEALING WITH EMOTIONAL STRESS AND STRAIN .
RESPONSE TOWARDS UNPREDICTED SITUATIONS .
CONCERN FOR QUALITY OF WORK AMONG THE EMPLOYEES .
People are not as much concerned for excellence in their work as the organisations want them to. which can be cured through training. . People are not able to deal with the stress and need assistance for that. assigned to them. Some people lack in rapport. Analysis says that Employees are very clear about their task and responsibilities. Response of the people is not satisfactory in unpredictable situations.FINDINGS People agree that a financial incentive motivates them more than non financial incentives.
competency profile will be useful to identify the success criteria required in their jobs. to communicate standards of excellence in performance and to establish a clear foundation for dialogue to occur between the corporate executives and employees about performance. and to negotiate for professional development. For employees. to improve the accuracy and ease of the hiring and selection process. . development and career-related issues. to create more objective performance standards. the above competencies will be helpful to identify performance criteria.CONCLUSION For corporate executives.
The issue is much more complex than it appears. The underlying principle of competency mapping is not just about finding the right people for the right job.CONTINUED… Competency-based HR is considered the best HR. In India however competency development and mapping still remains an unexplored process in most IT organisations despite the growing level of awareness. and most HR departments have been struggling to formulate the right framework for their organisation. .
If deficiencies are noted in this respect. Attempt should be made to create organizational conditions that are conductive to appropriate competency mapping. it will harm the performance of the organization.RECOMMENDATIONS Attempts should be made to create an effective competency profile so that personnel could help organization to achieve its goal especially time bound programme. . All the employees should be properly briefed regarding competency mapping and the profile set.
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